Staff every location to the same bar, week after week, without a recruiting team at each one.
The same front-line roles turn over at every site, every week, and hiring quality lives or dies by whoever happens to be screening. VeraHire gives every centre, store and venue the same automated screening and first-round voice interviews, so the candidate who walks into location twelve clears the same bar as location one.
Nineteen seconds of the actual product.
A résumé scored against the job’s own criteria, a candidate interviewed by voice, and the report your team reads. Recorded in the product, not mocked up.
Sound on. The middle section is a real interview.
Or try it on one of your own roles.
Store crew, shift lead, the role you reopen at every location. Type the job title and the playground builds a live interview you can take yourself. No signup.
Open the playground ↗The same front-line roles come open every week, at every site you already run.
This is not a new-location problem. It is the same handful of roles turning over across the whole estate, all year, with no recruiting team and no ATS behind it. Each site manager hires off the side of their desk, so the bar drifts from location to location, and the people who should be running the floor are stuck running interviews instead.
- i. Hiring never stops, it only moves site to site. The same roles reopen at existing locations week after week, and every one restarts the same scramble: post, sift, chase, interview. New openings just add to a queue that was already running.
- ii. Managers interview instead of operating. Hours that should go to the floor, the classroom or the guest disappear into screening calls and no-shows.
- iii. Quality is inconsistent location-to-location. One site hires sharp; the next settles for whoever applied that week. The brand promise bends with each manager's judgement.
- iv. Every week a seat stays empty costs you. Slow screening means understaffed shifts and capped enrolment at sites already trading, and it delays the new ones too. Every empty role is lost revenue.
One hiring standard that travels with every location.
VeraHire scores every applicant against the role's criteria and runs the first-round voice interview automatically, the same way at site one and site fifty, every week of the year. Managers open to a ranked shortlist with the evidence already attached.
Automated screening and first-round interviews, applied identically everywhere.
Define the role once. VeraHire scores every resume against it, conducts a structured first-round voice interview with each promising candidate, and returns an evidence-based report, so the bar is set centrally and met at every location, week after week, not left to whoever's hiring this week.
Set the bar once
Your role criteria become the standard every site is measured against.
Screen & interview
Every applicant is scored and given a first-round voice interview automatically.
Manager picks
A ranked shortlist with evidence lands ready. The manager just decides.
Built for the roles you hire in volume, across every site.
The same bar, scaled.
The AI interview and resume analysis have already saved us about two weeks of work by providing us with five suitable candidates for the assignment. The job was posted only this past Friday, and we're already making great progress. We're very excited.
Once you've used VeraHire, you'll never want to do it manually again. It's so good!
Role-specific hiring guides
Hiring for one of these seats? Each guide covers the interview questions that predict performance, real pay benchmarks, and the common mistakes to avoid:
Hire a Retail Sales Associate · Hire a Restaurant Server · Hire a Bank Teller · Hire a Registered Nurse · Hire an Operations Manager · See all role hiring guides
Give every site a recruiting team, without hiring one.
See how VeraHire screens and voice-interviews for every location to one standard, week in and week out. Book a 20-minute demo, or try us free for a month and run this week's openings through it today.
One bar, every location