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Month: August 2025

Why Job Seekers Are Ignoring Your Listing—And How to Fix It

Posted on by Jeremy Phillips

You post a job.
You wait.
You refresh your inbox 20 times.

…and crickets.

In 2025, the hospitality job market looks different. Employers are desperate to fill roles. Candidates, on the other hand, are in the driver’s seat. They have options—and they’re selective.

So if your listing for a server, bartender, or front desk associate is getting ignored, it’s not because no one’s out there. It’s because your job posting isn’t doing its job: attracting attention, sparking interest, and convincing people to apply.

The good news? Fixing it doesn’t require a hiring miracle. You just need to treat your job ad less like paperwork and more like marketing.

Hospitality Job Ads Are Marketing—Not HR Documents

Too many employers copy-paste a bland template or write job ads like a list of demands.

  • “Must have 2 years of experience.”
  • “Must be available weekends and holidays.”
  • “Must be able to lift 50 pounds.”

Sure, those details matter—but they don’t sell the job.

Candidates don’t care about what you need. They care about what they get.

Think of your job posting like your restaurant menu:

  • If your menu just said “Food served daily,” would anyone get excited?
  • Probably not.

The same goes for your job ad. If you don’t make it appealing, it’s just another listing in a sea of thousands.

Reason #1: Your Job Title Isn’t Search-Friendly

Your job title is your headline. If it doesn’t hook candidates or show up in search, your ad is invisible.

What doesn’t work:

  • “Hospitality Rockstar”
  • “Customer Service Guru”
  • “Team Member”

These titles might sound fun, but they don’t match what candidates actually type into job boards or Google Jobs.

What works:

  • “Bartender – Craft Cocktail Bar”
  • “Server – High-Volume Restaurant”
  • “Front Desk Associate – Boutique Hotel”

👉 Always lead with the role, then add a descriptor that helps you stand out. Keep it keyword-friendly so both job seekers and search engines can find you.

Reason #2: Your Job Description Is Too Vague (or Too Harsh)

Here’s what most candidates think when they read the average hospitality job description:

“This could describe literally any restaurant in the city.”

Or worse:

“This sounds exhausting, why would I apply here?”

Vague example:
“We’re looking for a motivated individual with good communication skills.”

Harsh example:
“Must be available 7 days a week. Must have 5+ years of experience. No exceptions.”

Neither works.

Fix it:

  • Write 2–3 sentences upfront that describe your business and why someone would want to work there.
  • List 4–5 key responsibilities in bullet points (not 15).
  • Include 3–4 must-have qualifications, but don’t scare off good candidates with a giant wish list.

📌 Pro tip: Highlight what’s in it for them—higher pay, flexible shifts, career growth, or a fun team environment.

Reason #3: You’re Hiding Pay Information

Candidates in 2025 expect transparency. Job ads without pay listed get fewer clicks and lower applicant volume. In many states, it’s also the law.

Bad example:
“Competitive pay based on experience.”

Better example:
“$16–$18/hour + tips (average $150–200/week).”

Even if you can’t commit to an exact number, give a realistic range. It builds trust and saves you (and applicants) wasted time.

Reason #4: Your Posting Looks Outdated

Hospitality candidates apply on their phones. If your job ad looks like a block of text from 2010, it won’t get read.

Signs of an outdated listing:

  • Walls of text
  • No bullet points
  • Instructions like “Fax your resume” or “Apply in person only”
  • Missing a perks/benefits section

Fix it:

  • Break up text with headers and bullets
  • Lead with a quick summary, not a lecture
  • Add a perks section: even small things like free meals, shift drinks, flexible scheduling, or employee discounts count
  • Keep it mobile-friendly

Reason #5: You’re Not Selling Culture

Hospitality workers aren’t just looking for a paycheck. They want a team they’ll enjoy and a place where they’ll be valued.

How to sell culture:

  • “We’re a close-knit team that looks out for each other.”
  • “Our bartenders get to compete in cocktail competitions.”
  • “We celebrate birthdays, staff milestones, and team wins.”

It doesn’t take much—but sharing these details makes your ad memorable.

Reason #6: Your Application Process Is a Chore

Even the best job ad won’t work if applying feels painful.

Common problems:

  • 30-minute forms
  • Forcing candidates to retype their entire resume
  • Cover letter requirements for hourly roles

Fix it:
Keep it fast and mobile-friendly. A candidate should be able to apply in under 5 minutes. Anything longer and they’ll move on to the next listing.

Reason #7: You’re Ignoring Keywords & ATS Optimization

Hospitality hiring in 2025 isn’t just about humans reading your ad—it’s about algorithms.

Many job boards (including Indeed, ZipRecruiter, and Google Jobs) rank listings based on keywords. If your posting doesn’t match what job seekers type in, you’ll get buried.

Fix it:

  • Use role-specific terms: “Bartender,” “Line Cook,” “Server,” “Host”
  • Include location: “Downtown Chicago Restaurant Hiring Bartender”
  • Avoid jargon job seekers won’t search for

📌 Bonus: Write your job ad so it works for both humans and ATS (Applicant Tracking Systems). That means clear job titles, bullet points, and common industry skills.

A Framework for Writing Job Ads That Work

Here’s a step-by-step structure you can use for every listing:

  1. Headline/Title: Clear and keyword-rich
  2. Opening Pitch: 2–3 sentences selling your business and culture
  3. Responsibilities: 4–5 bulleted key tasks
  4. Requirements: 3–4 must-haves (not a wish list)
  5. Perks & Pay: Be transparent and highlight unique benefits
  6. Culture Note: Why your workplace is different
  7. Call to Action: Clear instructions with a mobile-friendly link or button

Follow this formula, and your listing will instantly stand out from the generic noise.

Mini Case Studies

Case Study #1 – Restaurant in St. Louis
Problem: Job posting listed no pay, required 3+ years’ experience for servers, and sounded strict.
Fix: Updated title, added $14–$16/hr + tips, listed perks (free meals, flexible shifts).
Result: Applicants tripled in two weeks.

Case Study #2 – Boutique Hotel in Denver
Problem: Used “Guest Service Specialist” as title, got almost no applicants.
Fix: Changed to “Front Desk Associate – Boutique Hotel,” added pay transparency.
Result: Posting started ranking in search, doubled applicants in 10 days.

Case Study #3 – High-Volume Bar in Austin
Problem: Application took 25 minutes on desktop only.
Fix: Switched to 2-minute mobile-friendly application.
Result: 60% more applications completed.

Mistakes to Avoid Checklist

❌ Cute job titles that no one searches for
❌ Walls of text with no bullet points
❌ “Competitive pay” with no actual numbers
❌ Laundry lists of demands
❌ Ignoring culture or perks
❌ Slow, clunky application forms

If your job ad checks even two of these boxes, it’s time to rewrite.

FAQs: Why Job Seekers Ignore Listings

Do I really need to post pay?
Yes—applications drop without it. Transparency is the standard now.

How long should a posting be?
300–500 words max, broken into chunks. Job seekers skim, not study.

Can I use the same ad forever?
No. Refresh every 30–60 days or you’ll look stale.

What’s the fastest way to stand out?
Be clear, transparent, and human. Candidates can spot copy-paste listings a mile away.

Stop Being Ignored—Start Getting Applicants

Every unfilled role costs money—slower service, stressed staff, and lost revenue. But the fix isn’t complicated.

With a few adjustments—like clear titles, pay transparency, and culture highlights—your postings can attract more candidates and fill roles faster.

That’s exactly what we help employers do at StaffedUp.
👉 Post your job today or check out more tips on the StaffedUp blog.

The Best Resume Format for Hospitality Roles in 2025

Posted on by Jeremy Phillips

You spend hours perfecting your resume—tweaking the font, rearranging bullet points, adding the perfect “about me” section—only for it to vanish into a black hole of unread applications. Sound familiar?

If you’re applying for hospitality jobs in 2025, the reality is this: your resume isn’t just competing with other applicants. It’s competing with ATS software (Applicant Tracking Systems) that screen resumes before a human even sees them, overworked managers with stacks of applications, and employers who need to hire fast.

In an industry where managers are juggling staff shortages (managing staff shortages in hospitality), a poorly formatted resume can get you cut from the running in seconds. The fix? Choosing the right resume format that gets past the tech and speaks directly to the person making the hiring decision.

In this guide, we’ll break down:

  • Why format is the secret weapon for landing hospitality interviews.
  • The top formats that actually work in 2025 (and the one that doesn’t).
  • How to tailor your resume for maximum impact in hotels, restaurants, and events.
  • Pro tips to beat ATS filters and catch a hiring manager’s eye.

Why Resume Format Matters More in Hospitality Than Other Industries

Hospitality hiring moves at warp speed. Managers might post a role in the morning and be interviewing by that afternoon. The best candidates are often hired before the job listing is even closed.

This pace creates three big challenges for job seekers:

  1. Time-Starved Reviewers – Many hiring managers are reviewing resumes between guests, during prep, or on a quick coffee break. If they can’t scan yours in 10–20 seconds, you’re done.
  2. High Applicant Volume – Hospitality is one of the most competitive industries for entry-level roles. For every server job, a manager may get 100+ resumes.
  3. ATS Filters – Even small hospitality businesses are starting to use applicant tracking systems (what is an ATS?) to screen candidates before human review.

In this environment, a clear, ATS-friendly resume format is non-negotiable. It’s the difference between landing in the “call for interview” pile or being deleted before anyone even reads your name.

The 3 Best Resume Formats for Hospitality Roles in 2025

Let’s start with the one that wins for the vast majority of candidates.

1. Reverse-Chronological Format ✅ Best for Most Hospitality Pros

This is the gold standard. It lists your most recent job first, then works backward through your work history.

Why it works in hospitality:

  • Relevance is instant. Managers see your most recent hospitality role without scrolling.
  • Growth is visible. Promotions and increasing responsibilities jump out.
  • ATS-friendly. Clean structure means better keyword scanning and fewer parsing errors.

Example layout:

  • Contact Information
  • Summary or Objective
  • Work Experience (most recent first)
  • Education
  • Skills
  • Certifications

Pro Tips:

  • Keep it one column and avoid sidebars—many ATS systems read left to right only.
  • Use bullet points that start with strong action verbs: “Managed,” “Coordinated,” “Increased.”
  • Quantify results: “Increased average check size by 15%” is stronger than “Upsold menu items.”

2. Combination (Hybrid) Format ⚖️ Best for Career Changers or Entry-Level Applicants

The hybrid format blends a skills-first section at the top with a traditional reverse-chronological work history below.

Why it works:

  • Skills upfront: If you’re new to hospitality, you can highlight transferable skills (customer service, cash handling, event planning) before your work history.
  • Balanced: Hiring managers still see your work history, so it’s not a functional resume in disguise.

Best for:

  • Students entering hospitality for the first time.
  • Professionals transitioning from retail, sales, or other service industries.

3. Functional Format 🚫 Why to Avoid in 2025

A functional resume organizes content by skill type rather than job history. It’s tempting for those with career gaps, but it’s risky in hospitality.

Drawbacks:

  • ATS Issues: Many tracking systems misread functional layouts.
  • Suspicion: Hiring managers may assume you’re hiding something.
  • Slower Scanning: Without clear dates and titles, managers have to dig for relevant info—and often won’t bother.

If you want to highlight skills, choose the hybrid format instead—it gives you the best of both worlds.

Core Elements Every Hospitality Resume Needs

Regardless of format, your hospitality resume should be built around clarity, relevance, and results.

Here’s your checklist:

  1. Tailored Summary/Objective – 2–3 sentences that name the role you’re applying for, showcase hospitality-specific skills, and include a measurable achievement. Example:“Customer-focused bartender with 5+ years of high-volume experience, known for upselling premium cocktails and improving guest satisfaction scores by 18%.”
  2. Relevant Skills Section – Balance hard skills (POS systems, reservation platforms, banquet setup) with soft skills (multitasking, conflict resolution).
  3. Achievement-Driven Experience – List not just duties, but results. Instead of “Handled cash register,” say “Processed $5,000+ in daily transactions with 100% accuracy.”
  4. Certifications – Include relevant credentials like ServSafe, TIPS, Certified Hotel Administrator (CHA), or state food handler permits.
  5. Clean, ATS-Friendly Formatting – Avoid tables, graphics, and unusual fonts. Stick to 10–12 point Arial, Calibri, or Times New Roman.
  6. Length – One page for entry-level; two pages only if you have 10+ years in the industry.

How Resume Format Impacts ATS Performance

Applicant Tracking Systems are becoming the norm in hospitality, especially for chain restaurants, hotels, and event venues.

Here’s how to make your resume ATS-proof:

  • Match keywords from the job description (e.g., “front desk,” “banquet service,” “POS system”).
  • Spell out acronyms at least once: “Point of Sale (POS).”
  • Keep section headers standard: “Work Experience,” not “Career Adventures.”
  • Avoid placing key info in headers/footers—ATS often skips them.

Want the full breakdown? See our guide: What is an ATS and why does it matter for hospitality?

Case Study: From Overlooked to Hired in 10 Days

When Maria, a bartender with five years of experience, first applied for jobs in 2024, she used a functional resume focused on skills. She rarely heard back.

After working with a recruiter, she switched to a reverse-chronological format, added measurable results (“Increased bar sales by 25% through targeted upselling”), and tailored her summary for each job posting.

The results:

  • 3x more callbacks within the first two weeks.
  • Two interviews scheduled in the same week.
  • A higher-paying offer from a hotel lounge within 10 days.

Maria didn’t change her skills—she changed her format.

Common Mistakes That Hurt Hospitality Resumes

Even the right format can fail if you fall into these traps:

  • Overdesigning: Graphics, columns, or fancy fonts that ATS can’t read.
  • Generic Objectives: “Looking for a challenging role” says nothing about hospitality.
  • Listing Duties Instead of Achievements: Employers want to know what you accomplished.
  • Typos and Errors: In customer-facing industries, attention to detail is critical.
  • Too Much Personal Info: No need for your age, marital status, or headshot (unless applying outside the U.S.).

FAQs: Hospitality Resume Formats in 2025

What’s the best resume format for hospitality jobs?
Reverse-chronological is best for most roles. Combination works for newcomers or career changers.

Should I include an objective or summary?
Yes—tailor it to hospitality and include measurable results.

How do I make my resume ATS-friendly?
Keep formatting simple, use keywords from the job description, and avoid graphics.

Can I use one resume for all jobs?
You can, but you’ll get better results by tailoring for each application.

Your Resume is Step One—Make It Count

In hospitality, you don’t have weeks to wait for a callback. A well-formatted, hospitality-focused resume is your ticket to getting noticed faster and landing interviews.

When you’re ready to put it to the test, use StaffedUp to find your next hospitality role—or, if you’re an employer, to hire your next great team member.

Post your first job today or explore our hospitality hiring resources.

5 Best Restaurant Hiring Software Tools in 2025

Posted on by Adam Hamdan

You hire someone on Monday. They quit before Friday. Sounds familiar?

It’s not just you. Every week, restaurant managers across the country are spending more time replacing people than training them. You post the job, scan a bunch of half-baked applications, and rush to fill shifts, only to end up repeating the same hiring cycle.

Most of the so-called “solutions” out there are built for corporate recruiters, not hospitality operators. They’re bloated, slow, and loaded with features that don’t actually help you find qualified candidates or speed up the process.

You need something that works at the pace of restaurant life, helps you hire easily, find the right applicants, and actually hold onto them.

That’s where the right restaurant hiring software makes a difference. The kind that helps you post to major job boards, screen for quality applicants, and get people in the door.

Let’s walk through what it should do, where most tools fall short, and which options actually help you hire better with less time and fewer headaches.

What Restaurant Hiring Software Actually Does (And Why It Matters)

Hiring in the restaurant industry moves fast. You don’t have time to bounce between platforms, chase no-shows, or sift through applicants who can’t work weekends.

Restaurant hiring software is made to fix that. It’s built for managers who need to fill open positions, keep shifts covered, and bring on people who actually show up.

Here’s what the right tool should help you do:

  • Post jobs fast across major job boards and social sites
  • Filter early so you’re not wasting time on the wrong people
  • Schedule interviews without endless texts or missed calls
  • Message in one place to stay on top of conversations
  • Start paperless onboarding so your new team members can hit the ground running
  • Track applicant flow and move the best candidates forward
  • Screen for WOTC so you can save money on hires you already need
  • Keep hiring managers aligned, even across multiple locations

It’s more than just an applicant tracking system (ATS). It’s a tool that helps you focus on what matters: building a solid team without slowing down your operations.

You should be able to post a job, spot the right applicants fast, schedule interviews, and onboard, all from your phone. That’s how smart hiring works in restaurants today.

Why Most Hiring Tools Don’t Cut It in Restaurants

Most hiring software wasn’t built for restaurants. It was made for offices, full of features you don’t need and steps that slow everything down.

That’s a problem when you’re short-staffed and trying to manage staff shortages.

Here’s what usually happens:

  • You post a job and get flooded with applicants who can’t work the hours you need
  • You try to follow up, but it takes too long, and candidate ghosting happens
  • You’re jumping between apps, emails, and texts just to set one interview
  • Your team has no idea where things stand or who’s even been contacted

You don’t need a complex system. You need something that helps you get qualified applicants, lock in interviews, and stay organized without using five different tools.

When your recruitment process is slow, you lose time and lose top candidates to other places that move quicker.

Hiring software for restaurants should be simple. It should help you make better hires in less time and keep your team in the loop while doing it.

Don’t waste hours on generic platforms. Post your first job with StaffedUp in minutes.

5 Best Restaurant Hiring Software Tools for 2025

You don’t need a list of features you’ll never use. You need a tool that saves time, helps you find the right people, and keeps your hiring process moving.

Here’s a quick breakdown of five restaurant hiring tools, starting with the one built by people who’ve worked the shifts and dealt with the no-shows.

1. StaffedUp

StaffedUp

StaffedUp is a hiring platform designed for restaurants and hospitality businesses that need dependable hourly workers and less chaos in the process. Everything you need to attract, organize, and onboard candidates lives in one place, built to keep you off spreadsheets and out of your inbox.

The system is built around how operators actually hire. You can push jobs live in a few clicks, filter applicants by role and experience, and follow up on job applications right inside the platform. 

No need to switch between apps, messages, or outdated hiring folders. You’re not just filling shifts, you’re building a team that sticks around.

Users see real results fast. With StaffedUp, many report up to 8x more applicants without having to post on multiple job boards. Stronger candidate matches help reduce turnover by 45%, so you’re not constantly scrambling to replace staff.

Hiring also moves 77% faster, which means open roles get filled before they start causing problems. On top of that, managers gain 10x the peace of mind because the process feels organized, predictable, and finally manageable.

Key features

  • One-click job posting – Push jobs to your careers page and third-party boards instantly
  • Custom application forms – Get the info you need upfront with role-specific questions
  • Auto-tagging and filters – Quickly sort applicants by job title, location, or experience
  • Bulk messaging – Reach out to multiple candidates without repeating yourself
  • Mobile-friendly dashboard – Review and manage applicants on the go
  • Document collection – Request W-4s, I-9s, and onboarding docs with built-in tools
  • Team access and permissions – Let managers review applicants for their own location
  • Hiring analytics – Track who’s applying, where they came from, and how long it takes to hire

Want to skip the extras and just start hiring fast? StaffedUp was built for restaurant teams.
Post your first job for $1 today.

2. 7shifts

7shifts

Source: 7shifts.com

7shifts is a team management tool made specifically for restaurants. It focuses on scheduling but includes hiring features that help operators bring in the right people and get them working faster. 

It’s built with the restaurant industry in mind, so it matches the pace and pressure most managers deal with daily.

You can post jobs, track applicants, and move them through the hiring process inside the same system where you schedule shifts. That makes it easy to go from new applicant to scheduled employee without switching tools. 

It’s a good fit if you already use 7shifts for operations and want to keep your hiring in the same workflow.

Key features

  • Job posting and applicant tracking – Post to major job boards and manage applicants in one place
  • Integrated scheduling – Move applicants to the schedule as soon as they’re hired
  • Team messaging – Keep applicants and staff in the loop
  • Document upload and onboarding – Collect forms and paperwork in-app

Downside

If you’re not already using 7shifts for scheduling, the hiring tools alone may not feel strong enough to stand on their own. Most features are tied into their full team management system.

3. Culinary Agents

Culinary Agents

Source: culinaryagents.com

Culinary Agents is a job board and hiring platform built specifically for the hospitality industry. It’s designed for restaurants, bars, hotels, and other food service businesses that need to find experienced front- and back-of-house talent. 

The platform focuses on connecting employers with candidates who already work in the industry, cutting down time spent on unqualified leads.

Hiring teams can post jobs, review applicants, and message candidates without bouncing between different tools. The system also helps promote your brand to job seekers exploring hospitality job expectations.

Key features

  • Industry-specific job board – Targeted audience of hospitality professionals
  • Candidate profiles – Search and connect with experienced talent directly
  • Applicant messaging – Communicate with potential hires in-platform
  • Employer branding – Showcase your business to attract stronger applicants

Downside

It’s a niche platform, so it works best if you’re hiring experienced restaurant or hospitality staff. It may not be as effective for entry-level roles or fast-casual restaurants looking for quick hires.

4. Homebase

Homebase

Source: joinhomebase.com

Homebase is a workforce management tool built for hourly teams in restaurants and retail. It covers hiring, scheduling, messaging, and time tracking in one system. 

Hiring features are geared toward speed, with tools to help managers post jobs, review applicants, and onboard without slowing down day-to-day operations.

The platform works well for small to mid-sized restaurants that want one tool to handle the basics. Job listings go live quickly, and new hires can fill out forms before day one. 

Everything’s designed to save time and help teams stay organized.

Key features

  • Job posting across platforms – Share jobs on multiple job boards at once
  • Applicant tracking – Review, message, and rate candidates in one dashboard
  • Digital onboarding – Collect documents and set up payroll before the first shift
  • Built-in messaging – Keep hiring managers and staff connected

Downside

Hiring tools work well, but they’re part of a larger system. If you only want hiring support without other workforce features, it may feel heavier than needed.

5. Connecteam

Connecteam

Source: connecteam.com

Connecteam is a workforce management platform designed for deskless teams, including restaurants, cafes, and hospitality groups. 

It offers tools for hiring, onboarding, scheduling, and team communication in one mobile-first app. Operators can manage staffing needs and new hires while keeping their team organized across locations.

The platform is built to support modern environments where speed and clarity matter. Hiring features aren’t standalone, but they’re part of a broader system that helps streamline day-to-day operations. 

If you’re looking to hire, onboard, and assign shifts without jumping between multiple platforms, Connecteam can help make that easier.

Key features

  • Mobile-first onboarding – Bring new hires in fast with training, forms, and checklists
  • Job scheduling – Assign and manage shifts with availability and time-off tracking
  • Built-in communication – Chat, updates, and announcements in one place
  • Task management – Track hiring steps, paperwork, and follow-ups

Downside

Hiring tools are more basic compared to full applicant tracking systems. You’ll get simple job posts and onboarding flows, but less control over filtering or managing applicant flow if you’re hiring at high volume.

How Restaurant Hiring Software Helps You Win

Running short-staffed hurts more than your labor cost. It slows service, leads to hospitality burnout, and kills momentum on the floor. The right hiring software helps you fix that before it starts.

Here’s what restaurant-first tools actually solve:

  • Keeps your hiring pipeline full – You’re not waiting on employee referrals or reposting every week. A strong system brings in steady applicants across job boards, your website, and local sources.
  • Filters out the noise – You don’t have time to scroll through 50 resumes that don’t fit. Smart tools let you set filters by job role, experience, or location so you only see the people worth talking to.
  • Makes follow-up easier – No one gets hired if you ghost them. Bulk messaging and auto-replies help you stay on top of responses and avoid losing strong candidates to faster-moving teams.
  • Keeps everything organized – No spreadsheets or messy inboxes. All your hiring activity lives in one place, so nothing slips through.
  • Saves hours each week – You can post, screen, and respond in minutes instead of hours. That time goes back to your team and your floor.

The result: faster hiring, better fits, less chaos.

Want hiring that runs as smoothly as your best shift? Try StaffedUp today.

StaffedUp Was Built to Help You Hire Without the Headaches

How StaffedUp improves the hiring process

Most hiring tools weren’t made for restaurants. They’re either too generic or too complex. StaffedUp is different. It’s purpose-built for service businesses that need to move fast, stay organized, and never miss out on solid applicants.

Every feature is designed with busy restaurant teams in mind. You don’t have time for clunky logins or clumsy inbox threads. With StaffedUp, posting a job takes minutes, interviews get scheduled automatically, and your team can actually help, not slow things down.

It’s not just software. It’s the system that supports the way restaurant teams really work—shift to shift, role to role, location to location.

Case Study: How Bailey’s Restaurants Fixed the Hiring Chaos

StaffedUp case study with Bailey's

Bailey’s runs six restaurants, a catering division, and a corporate team. Like most fast-growing restaurant groups, they were constantly hiring, but their systems weren’t keeping up. Interview no-shows were common, managers were drowning in unqualified resumes, and communication between the shop and HR teams kept breaking down.

Then they switched to StaffedUp:

  • Local managers gained autonomy with role-based access, while HR kept full visibility.
  • Interview no-shows dropped, and the quality of applicants improved.
  • Communication finally clicked. Every team could sort, tag, and move candidates forward together.
  • Hiring became consistent across every unit, with faster time-to-hire and better outcomes.

Now, Bailey’s hires 15+ new team members each month across their operations, without the stress. What used to feel chaotic is now under control.

If you’re tired of generic tools slowing you down, StaffedUp is your restaurant’s hiring solution. Post your first job for only $1!

Simplify Your Hiring Process With StaffedUp Today!

StaffedUp

Hiring in the restaurant world is tough. Shifts move fast, the team needs to change weekly, and qualified candidates don’t stay on the market for long. That’s why using a tool made for restaurants isn’t a luxury, it’s a necessity.

StaffedUp is built specifically for high-volume, high-turnover environments like yours. From fast job posting to built-in interview scheduling and WOTC tracking, every feature works the way restaurant teams actually work: quickly, collaboratively, and without unnecessary logins or lag.

It’s not just about tools but the results. Just ask Bailey’s, which cut no-shows, improved hire quality, and finally got control of hiring across six locations without overcomplicating the process.

If you’re tired of ghosting, duplicate resumes, and tools that slow you down, it’s time to make the switch.

Post your first job for $1 or book a demo to see why restaurant teams pick StaffedUp.

FAQs Restaurant Hiring Software

What software do restaurants use?

Restaurants often use dedicated hiring platforms like StaffedUp to manage high-volume hiring. These tools help teams post jobs to leading job boards, filter for quality candidates, and track every step of the interview process in one place.

What is the best recruiting software?

The best recruiting software is one that’s purpose-built for your industry. For restaurants, StaffedUp stands out because it simplifies every part of the hiring process and makes hiring feel less like a chore. It’s designed to cut down the time to hire and help teams make fast, confident hiring decisions.

How to hire restaurant employees?

To hire restaurant employees, start by writing clear job descriptions, then post them where your ideal applicants are looking, like restaurant-focused job boards. Use tools that keep your onboarding process organized and your hiring process seamless, especially when time is tight.

What software do hiring managers use?

Hiring managers often rely on platforms that serve as a one-stop shop for candidate sourcing, communication, and tracking. Tools like StaffedUp let managers collaborate, screen for top talent, and reduce time hiring across multiple locations.

What is an applicant tracking system, and why does it matter for restaurants?

An applicant tracking system (ATS) helps restaurants keep applications organized, manage interviews, and speed up the start hiring process. With a good ATS, teams can avoid cluttered inboxes, missed interviews, and disjointed communication with customers and candidates alike.

Restaurant Applicant Tracking System: A Brief Guide

Posted on by Adam Hamdan

Running a restaurant is already a grind. You’re covering shifts, handling last-minute call-offs, managing the team, keeping customers happy, and still trying to hire. The hiring process? It feels like a second job you never asked for.

Between high turnover and ghosting in hospitality hiring, most restaurant managers deal with a scattered mess that slows everything down.

You don’t need some office-style tool made for corporate hiring. You need something built for the restaurant industry fast, flexible, and made to help you fill open roles without losing focus on the floor.

A restaurant applicant tracking system (ATS) makes it easier to stay organized, move quickly, and actually find the right candidates without adding more stress to your day.

Let’s walk through how it works, why it matters, and how hiring managers are finally getting better results without wasting hours on manual work.

What Is a Restaurant Applicant Tracking System?

A restaurant applicant tracking system is a hiring tool that helps you manage the entire hiring process in one place. Think of it as a one-stop shop for job postings, applications, messages, interviews, and onboarding, without all the chaos.

Instead of flipping between texts, emails, and walk-ins, everything you need to recruit, communicate, and hire is organized in one dashboard. It keeps things moving so you can find qualified candidates fast and make better hiring decisions with less effort.

For restaurant teams facing constant turnover and limited coverage, a solid ATS is the difference between staying ahead and managing staff shortages in hospitality without burning out.

Why Restaurants Need an Applicant Tracking System

Most hiring platforms weren’t built for restaurants. They move too slow, add too many steps, and don’t work the way restaurant teams actually hire.

You’re not doing long Zoom interviews or digging through resumes all day. You’re filling shifts, answering calls, and keeping your crew on track. You need something that works fast and doesn’t slow you down.

Here’s what a restaurant-specific ATS helps you do:

  • Stop wasting time – Everything stays in one place. No more scrolling through texts, digging through inboxes, or chasing down lost applications.
  • Find better people – It’s not about fancy resumes. It’s about showing up, doing the work, and being part of the team. An ATS filters for the stuff that actually matters.
  • Fill shifts fast – Post your job openings to multiple job boards with one click. Get more reach and move quicker on the people who fit.

If hiring feels like a constant reset, the issue isn’t just the applicants. It’s the system. A proper ATS gives you the setup you’ve been missing.

You know what your team needs, so use a tool made for how you actually hire. Give StaffedUp a try today.

What’s Wrong With Traditional Hiring (And Why an ATS Fixes It)

Hiring in restaurants typically involves the following steps: you post on a few job sites, receive a flood of random applications, exchange texts with perhaps five candidates, and then only two show up. One quits, while the other doesn’t show up on day two. Now you’re back at square one.

Traditional hiring tools don’t help. They’re built for big companies, not restaurants trying to fill a position before Friday night service.

Here’s what doesn’t work and how an ATS changes it:

  • Too many steps – You’re logging into different platforms just to post one job. A restaurant ATS lets you handle job postings, messages, and interviews all in one place.
  • No filters that matter – Office tools sort by keywords. You care about availability, schedule flexibility, and who can actually handle a busy shift.
  • Bad communication – Candidates go dark or miss interviews because messages get lost in the shuffle. An ATS keeps communication clear and fast.
  • Disorganized hiring – No tracking, no notes, just guessing. A good system helps you manage the entire hiring process without losing people along the way.

If you’re tired of feeling like you’re starting from scratch every week, it’s probably time to drop the old-school setup.

How a Restaurant Applicant Tracking System Actually Works

A restaurant ATS keeps your hiring organized and helps you move faster at every step. Instead of using five different tools to do one job, you get one platform that covers everything from job postings to onboarding without slowing you down.

Here’s how it works:

Post Jobs Everywhere at Once

You create a listing once, and the system pushes it to multiple job boards like Indeed, Google Jobs, and Facebook. It also updates your careers page automatically. This gives you wider visibility, brings in more applicants, and saves time by cutting out repetitive manual posting.

Screen Automatically

Before you waste time on interviews, the ATS filters out applicants who don’t meet your basic requirements, like weekend availability, past restaurant experience, or food handling certifications. You spend less time reviewing resumes and more time focusing on qualified candidates who actually match what you need.

Manage All Communication in One Spot

No more flipping between texts, emails, and DMs. An ATS keeps every message in one place so you can respond quickly and stay on top of conversations. You can send updates, schedule interviews, and handle your job application follow-ups without leaving the platform.

Let Candidates Pick Interview Times

Set your availability once, and candidates can choose an open time that works for them. The system handles confirmations and reminders, helping you avoid no-shows and last-minute reschedules. It makes your interview process faster and more reliable.

Get New Hires Ready Faster

After someone accepts the job, the onboarding starts right away. You can send documents, collect signatures, and finish paperwork online before their first shift. Everything gets stored in one place, so you’re not chasing forms or delaying start dates.

A restaurant ATS doesn’t just make hiring easier. It gives you full control over every step, so you can act fast, stay organized, and bring in the right people without wasting time.

Want to see it in action? Experience how fast and simple hiring can be. Sign up and post your first job.

How StaffedUp Helps Real Restaurants Hire Better

StaffedUp

StaffedUp is a restaurant hiring platform built by restaurant owners, for restaurant owners. It’s made for busy teams that don’t have time to waste on paperwork, scattered messages, or platforms that weren’t built for hospitality in the first place.

If you’ve been hiring off your phone, texting back and forth with applicants, or stuck reposting jobs every week, this is the system that fixes that.

Here’s how StaffedUp helps real teams get better results:

  • Hire faster – One click gets your job postings on multiple job boards like Indeed and Google Jobs. Restaurants using StaffedUp see up to 8x more applicants, which means fewer empty shifts and more chances to find the right candidates.
  • Stay organized – Applications, messages, interviews, and onboarding all live in one place. No more missed follow-ups or digging through your phone trying to remember who applied.
  • Screen smarter – Use filters and questions to prequalify candidates automatically. No more wasting time on people who can’t work weekends or ghost after the first message.
  • Text and schedule in seconds – Built-in tools let you message, set interviews, and send reminders fast. This leads to a 77% shorter time to hire for restaurants that use it.
  • Onboard without the paperwork mess – New hires complete everything digitally before day one. The result? A cleaner onboarding process and faster start times.
  • Reduce turnover and save money – Better screening leads to stronger hires, which is why StaffedUp users see up to a 45% drop in turnover. With WOTC tax credit support built in, you can get paid for hires you were already going to make.

StaffedUp isn’t just a platform. It’s the tool that helps you make better hiring decisions, keep your team full, and actually get ahead of the chaos.

Reach more applicants without more effort. Post your first job for just $1 with StaffedUp.

Bring in Better Applicants With StaffedUp

How StaffedUp improves the hiring process

Hiring in the restaurant industry isn’t getting easier, but the right tools make it manageable. A restaurant applicant tracking system simplifies the entire recruitment process so you can attract top talent, stay organized, and hire without stepping away from daily operations.

Instead of dealing with scattered applications and no-shows, you get a system that improves your applicant flow, supports your employer branding in hospitality, and saves time every week. You’ll spend less time sorting through unqualified leads and more time hiring the best candidates for your open positions.

StaffedUp is changing the game for restaurant hiring. From pushing job postings to popular job boards to improving the candidate experience and boosting applicant engagement, it’s a smarter way to run your recruiting efforts and reduce hospitality burnout.

If your goal is to build a stronger team of reliable restaurant employees, hold on to quality hires, and get ahead in a tough hiring market, it’s time to rethink your talent acquisition tools.

Start hiring better with StaffedUp. Post your first job for $1 today!

FAQs About Restaurant Applicant Tracking System

Do restaurants use ATS?

Yes, many restaurants now use an applicant tracking system to make their recruitment process easier and faster. It helps operators attract top talent, keep the application process organized, and fill open positions without stepping away from daily operations.

What is the most popular applicant tracking system?

While there are a few big names out there, most were built for corporate offices, not restaurants. StaffedUp stands out because it was designed for hospitality from day one. It focuses on applicant flow, candidate experience, and saving time for busy restaurant teams.

Which ATS is most reliable?

A reliable ATS is one that works the way your business does. StaffedUp is built specifically for restaurants, helping you post to popular job boards, organize new employees, and improve hospitality staff engagement without wasting hours. It’s built to handle high-volume restaurant operations and reduce costs from hiring delays.

What is ATS in hospitality?

In hospitality, an ATS is more than just software. It’s your hiring engine. It keeps your recruiting efforts on track by improving how you find, screen, and hire quality employees. You spend less time chasing down no-shows and more time bringing in the best candidates who fit your team. The benefits go beyond speed. It gives you the ability to stay organized, consistent, and in control of your hiring from start to finish.

How does an ATS help with job postings?

A restaurant ATS simplifies job postings by letting you create one listing and share it across multiple platforms at once. Instead of logging into each job board separately, you get your job in front of more people in less time, without the extra work. With StaffedUp, you can post to popular job boards like Indeed and Google Jobs in just one click.

How to Recruit Restaurant Staff Smarter in 2025

Posted on by Adam Hamdan

Hiring in the restaurant industry isn’t what it used to be. You’re not just trying to fill a shift, you’re trying to find someone who shows up, fits in with your team, and doesn’t bail after two weekends.

Sounds simple, right? It’s not. Between ghosting, no-shows, and applicants who disappear after “I’ll let you know,” it’s easy to feel stuck.

Whether you’re a restaurant manager, general manager, or the owner wearing all the hats, figuring out how to recruit restaurant staff today means thinking smarter, not just working harder.

You’re competing with other employers, a tight labor market, and a generation of job seekers who value flexibility, communication, and workplace vibe more than ever.

Good news? You don’t have to wing it. This guide breaks down a better way to recruit faster, easier, and with way less guesswork.

If you’re tired of posting jobs into the void, sifting through the wrong people, or watching your new hires walk out two weeks in, we’ve got your back.

Why Is Recruiting Quality Staff So Hard?

Running a restaurant business means juggling a lot. You’re filling shifts, covering for no-shows, managing orders, and keeping service running smoothly. Hiring should help. Instead, it often feels like another full-time job.

You post online, wait for someone promising, and end up with applicants who have never worked a register or shown up on time. You hire fast because you have a staff shortage, but then they quit before the month ends. Now you’re back where you started.

Here’s why difficulty hiring is becoming the norm in restaurants:

  • Turnover eats your time. In a high turnover industry, you’re constantly replacing people. It pulls focus away from training and slows your whole team down, especially when you rely on many hourly workers who rotate often.
  • Too many unqualified applicants. Sorting through dozens of resumes just to find one qualified candidate is frustrating. And it’s not getting easier.
  • Hiring in a rush costs you. When you bring someone on just to fill a gap, they often don’t stay. Or worse, they show up late, call off often, and drag down team morale.

The real issue isn’t a lack of people. It’s that most hiring tools are built for office jobs, not restaurants. They don’t move fast enough, and they don’t help you tell a great story about your workplace. That’s what today’s job seekers care about.

Ready to stop guessing and start hiring smarter? Post your first job for $1.

7 Simple Steps to Recruit Restaurant Staff (Without Losing Your Mind)

So how do you actually hire great people without wasting hours or settling for someone who quits after two shifts? You need a process that works at the pace of restaurant life. It should be fast, clear, and built for finding real humans, not just resumes.

Here are seven simple steps to recruit restaurant staff that actually stick around and won’t drive you up the wall.

1. Make Your Job Posts Stand Out (and Keep It Real)

Most job posts sound the same. They list off tasks, mention “competitive pay,” and hope someone decent clicks apply. But if your post reads like every other one on a job board, it’s going to blend in fast.

This is where a little honesty and personality make a difference.

Tell people what they’ll actually get working with you. Be clear and upfront when writing hospitality job descriptions: include real pay, tips, employee discounts, and what a typical shift actually looks like.

Share something about your vibe, whether it’s laid-back, all hands on deck, or built around training people with new skills. That’s what helps restaurant workers feel like your spot is worth applying to, especially recent grads from local culinary schools or people interested in growing their culinary arts skills.

Use simple, friendly language that reflects your workplace. You’re not hiring for a law firm. Talk like a human. Let your company culture come through in the way you describe the job. That’s what grabs attention and attracts more employees who want to be part of your team.

2. Post on Major Job Boards

You don’t have time to post the same job in five different places. Between the lunch rush and last-minute call-offs, logging into multiple platforms just to get one role out there slows everything down.

You need reach, and you need it fast.

Posting to major job boards like Indeed and Google Jobs helps your listing show up where job seekers are already looking. But it shouldn’t take hours. One post should be enough to hit all the right spots.

When your post goes live in more places at once, you attract more qualified candidates without chasing them down yourself. That’s the kind of reach that makes hiring smoother, not harder.

Don’t stop at online posts. Job fairs at local schools can bring in top talent from your own community. Whether you’re hiring for the back of house or front of house, a mix of digital reach and local visibility works best.

3. Filter Out Unqualified Applicants Early

Not every applicant who applies is a fit. You already know that. But sorting through a pile of resumes takes time you don’t have, especially when most don’t meet the basics.

Filtering early saves your energy for the right people.

Set clear deal-breakers upfront. Think about availability, transportation, and whether they’re familiar with the demands of the hospitality industry. Those are essential parts of many restaurant roles. Add screening questions to your application process so you’re not wasting interviews on people who’ve never worked a line or can’t work weekends.

You can also ask about schedule flexibility, interest in culinary arts, or whether they’re looking to grow into more responsibility. The earlier you narrow your list, the faster you get to candidates matching your team’s needs.

No more digging through messages or guessing who’s worth calling back.

4. Simplify Communication (No More Ghosting)

You find a solid candidate. You send a message. Then… nothing.

Ghosting in hiring happens, but a slow reply or missed message can cost you a great employee. When you’re juggling multiple interviews across texts, emails, and random DMs, it’s easy for things to fall through the cracks.

You need a faster, cleaner way to stay in touch.

Keep your messages in one spot. Respond quickly. Send reminders before interviews. The faster you reply, the better your chance of keeping qualified candidates interested and engaged.

Good communication tells a candidate what kind of place you run, and it’s an essential part of building trust from the start. 

Include staff members in the interview process so candidates get a feel for your team dynamic and your team stays on the same page, too. Show them you’re organized and ready. That starts before day one.

5. Schedule Interviews Without the Drama

You shouldn’t need ten texts just to lock in a time for a quick interview. You’re busy, they’re busy, and half the time, someone forgets to show up.

This is where most hiring gets stuck.

Set your availability once, then let candidates pick a time that works for them. No endless back-and-forth, no double booking, no missed calls. 

When scheduling is easy, more people show up, and you can focus on finding the right candidates, not chasing them down.

Need to hire multiple people fast? Try holding interviews at job fairs or local culinary schools to connect with motivated applicants in person.

Speed matters. The faster you move, the better your chance of hiring someone before another place does.

6. Onboard New Hires (Without Paperwork Stress)

You finally found someone solid. Don’t lose them in a pile of paperwork.

Chasing forms, printing packets, and waiting on signatures slow everything down. It’s a bad first impression, and in this industry, day one matters.

A smooth onboarding process helps new team members feel like part of the crew immediately. Go digital. Collect everything in one place. Make it easy for new hires to fill out what they need so they’re ready to work.

Onboarding is also an essential part of your retention strategies. When staff feel supported and connected from day one, they will likely stick around. The easier you make it, the faster they get on the floor. No delays, no missing documents, no stress.

7. Take Advantage of WOTC Tax Credits

Hiring costs money. But what if some of that money came back to you?

The Work Opportunity Tax Credit (WOTC) gives restaurants a chance to earn back part of their hiring spend. If a new team member meets certain criteria, you could qualify for a federal tax credit. That’s real money. Just for hiring people you were already going to bring on.

The catch? Most restaurants miss it because they don’t have time to deal with the paperwork.

Screen your applicants early, flag the ones who qualify, and let a system handle the rest. You’ll save time and get credit for hiring the people you need.

Top Qualities to Look for in Candidates

You don’t need the perfect resume. You need people who show up, work hard, and fit your team. Skills can be taught. Attitude can’t.

Some of your best hires might come from referral programs through current staff, family members, or connections at local culinary arts programs. These candidates often show strong potential and are easier to train.

Here’s what to watch for when reviewing applicants or during interviews:

  • Reliable – They show up when they say they will. No excuses, no last-minute bailouts.
  • Team player – They work well with others, stay positive, and keep things running smoothly during the rush.
  • Good communicator – They speak clearly, listen well, and aren’t afraid to ask questions.
  • Adaptable – They can jump into new tasks and handle pressure without falling apart.
  • Willing to learn – They’re coachable, open to feedback, and ready to build new skills.
  • Customer-minded – Even if they’re behind the scenes, they care about the guest experience.

These traits won’t always show up on a resume. Sometimes, it comes down to asking the right questions and watching how someone responds. A smart recruiting strategy helps surface the best candidates even if they’re just starting out.

How Restaurants Are Winning With StaffedUp

When you’re hiring constantly, you don’t need more steps. You need a system that actually helps. One that saves you time, gets better applicants in the door, and makes the whole process feel less like a scramble.

StaffedUp was built to fix that.

StaffedUp

Built by restaurant owners, StaffedUp is hiring software made for high-turnover teams. 

It handles everything that slows you down, like job postings, candidate filters, messages, interview scheduling, and onboarding in one place. No spreadsheets, no switching tabs, no missed messages.

It’s fast to set up, easy for managers to use, and actually gets results:

  • 8x more applicants – Reach a bigger pool without posting on every site yourself
  • 45% decrease in turnover – Bring on people who stay longer and fit better
  • 77% shorter time-to-hire – Fill roles faster without cutting corners
  • 10x peace of mind – A better process, fewer headaches, stronger teams

That’s not just talk. Here’s what it looks like on the ground:

  • Bailey’s made hiring consistent across six locations by giving store managers the tools they needed while keeping HR in the loop. They saw stronger candidates, fewer no-shows, and smoother coordination.
  • LHM Group fixed their scattered hiring process across 33 restaurants. They cut turnover by nearly 30 percent and got new employees in the door twice as fast.
  • Taggr ditched an overpriced system and got 300 percent more applicants while cutting costs by 80 percent. Their 35 locations now hire at scale without burning out their teams.
  • Katie’s Pizza used StaffedUp to stop wasting time chasing the wrong people. With scheduling and screening automated, they focus on hospitality-first talent who actually stick around.

These teams all had the same problem: too many tools, too little time, and not enough qualified candidates. StaffedUp helped them fix that.

Want to see what better hiring looks like? Post your first job for $1 or book a quick demo today.

Stop Stressing, Start Hiring Better With StaffedUp!

StaffedUp

Hiring doesn’t have to drain your time or wear you out. When you’ve got the right system in place, finding and keeping great people gets a whole lot easier.

You already know what’s slowing you down: too many platforms, too many unqualified applicants, and not enough time to do it all.

StaffedUp is built for busy, high-turnover teams like yours. It helps restaurant and hospitality operators hire faster by automating job posts, filtering applicants, managing communication, and keeping onboarding simple, all in one place. 

No clunky software. No guesswork. Just better hiring, less stress, and more control.

If you’re ready to stop chasing no-shows and start building a stronger, more reliable team, you’re in the right place. Post your first job for $1 today!

FAQs About How to Recruit Restaurant Staff

How to hire staff for a restaurant?

To hire staff for a restaurant, start with a solid job ad that highlights pay, schedule, and expectations. Post it across major online job boards, then use filters to focus on quality candidates who match your needs. Make your interview process fast and organized so potential employees don’t lose interest. And don’t forget to treat candidates with respect; first impressions go both ways.

How much does it cost to hire restaurant staff?

The cost to hire restaurant staff depends on where you post and how long the process drags out. With StaffedUp, you can post your first job for $1 and save money by cutting down on employee turnover and wasted hours. Hiring the wrong person or hiring too slowly costs way more.

Why is it hard to hire restaurant workers?

It is hard to recruit restaurant employees because the hospitality industry is facing a labor shortage, and many restaurants are competing for the same group of hourly employees. Add in inconsistent hours, minimum wage concerns, and limited benefits like health insurance, and it’s no surprise that line cooks and service staff are harder to keep. Plus, so many employees are juggling multiple jobs just to get enough hours.

How do you determine the staffing needs of a restaurant?

To determine staffing needs for a restaurant, look at peak hours, table turns, and how many roles need coverage, like front of house, back of house, hosts, prep cooks, and more. Factor in time-off, training for new restaurant workers, and how many current employees are reliable. Conduct exit interviews to spot turnover trends. A smart hiring strategy includes backup coverage, room for new skills, and strong retention strategies to hold onto good employees.

How can restaurants improve employee retention and attract more staff?

Restaurants can improve employee retention by writing job descriptions that are clear and engaging. Highlight workplace culture and flexibility, and build connections with local schools or culinary arts programs. Encourage staff members to refer family members. To attract more employees, focus on creating a workplace people enjoy and want to stay in.

Frequently Asked Questions

  • How does StaffedUp find applicants for me?

    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.

  • DID WE JUST BECOME BEST FRIENDS?

    Duh! We built this for you, because we are you! Your success in hiring is the only thing we care about. Anything you need, any time, we're always here, we'll always listen!

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