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    Share your roles. Meet people who are ready.

    You bring the roles. Candidates prepare for that work and answer your questions on video, in their own words, so the people who are ready for the opportunity shine. That is humanity in the screening process. After you hire, check-ins at weeks 1, 4 and 8 show you who stayed. What you tell us then shapes how the next candidates prepare.

    Start a conversationSee what reaches you
    A server in an apron bringing a plate to a table of guests in a restaurant

    A team that arrives ready

    Your hiring manager

    You write the role the way you would explain it to a friend. Say the problem it solves, where the work happens, what matters in the person, the hours, and how close they need to live. That is enough for candidates to prepare for it.

    1. 1Share your rolesYou write the role the way you would explain it to a friend. Say the problem it solves, where the work happens, what matters in the person, the hours, and how close they need to live. That is enough for candidates to prepare for it.
    2. 2Ask your questions onceYour questions follow from the role you wrote. You set them one time, and every candidate for that role answers the same ones, so you compare like with like.
    3. 3Candidates answer on videoPeople record their answers when they are ready, in their own words. You meet the person before the paperwork, and nobody on your team repeats the same first call.
    4. 4Review together and hireYour team watches the same answers and reads the same record: what the candidate wrote on their own, what coaching suggested, and what they kept. The ones who are ready stand out, and you decide.
    5. 5Check in, and say what is nextShort check-ins at weeks 1, 4 and 8 show you who is still with you. At the last one you tell us what the work needs next, and the next candidates prepare for exactly that.

    6. A team that arrives ready

    What a candidate looks like when they reach you.

    By the time someone reaches your team, the role has been written down, the questions have been asked, and the answers are recorded. Pick a role to see what you would write, what you would ask, and what comes back.

    These are sample roles. You write your own in the same five lines, and your questions follow from them.

    Line cook

    A quick-service restaurant. A sample role, for illustration.

    The role, in five lines

    1. 1The problem to solveFriday and Saturday dinner tickets back up at the grill station.
    2. 2Where the work happensA small, hot kitchen with a steady rush from early evening until close.
    3. 3Aptitudes that matterCalm under pressure, and careful with food safety.
    4. 4HoursThursday to Sunday, closing shifts, weekends required.
    5. 5How close to liveA short trip from the restaurant, because closing shifts end after the last bus.

    Your screening questions, set once

    • Tell us about a time you kept your head when orders were backing up.On video
    • Describe a kitchen or a job with a rush like ours.On video
    • Can you reliably work closing shifts from Thursday to Sunday?In writing

    Every candidate for this role answers the same questions. Nobody on your team asks them again.

    What one candidate’s answer card shows

    Recorded answer

    D. R., candidate

    Answering: A time you kept your head when orders were backing up

    “At the school canteen the fryer went down at lunch. I told the counter which items were off, moved the waiting orders to the oven, and we cleared the line before the bell.”
    Wrote unaided
    “I like a kitchen when it is loud and everybody knows their station.”
    Their record, shown because they chose to show it
    • Food handler certificate, checked by an educator
    • Interview practice: the first recording and the one they kept
    • An educator's note on showing up on time, across a term

    Whether they stay.

    A hire is the middle of the story. Short check-ins at weeks 1, 4 and 8 show who is still with you and why anyone left. Pick a check-in to move the cohort there.

    A sample cohort of 12 hires, one role

    12

    of 12 still employed, sample

    The basics were covered before the first shift, so hire day is a short walk-through of your site.

    11

    of 12 still employed, sample

    One hire left: the closing shifts clashed with a second job. You say so, and the next role states the hours more plainly.

    10

    of 12 still employed, sample

    One hire moved out of the area. Everyone else has settled into a regular station.

    10

    of 12 still employed, sample

    Nobody else has left, and some of these hires now help train the newest starter. You tell us what the work needs next.

    What the work needs next goes back to the people preparing

    1. Hire day12of 12 still employed, sample

      The basics were covered before the first shift, so hire day is a short walk-through of your site.

    2. Week 111of 12 still employed, sample

      One hire left: the closing shifts clashed with a second job. You say so, and the next role states the hours more plainly.

    3. Week 410of 12 still employed, sample

      One hire moved out of the area. Everyone else has settled into a regular station.

    4. Week 810of 12 still employed, sample

      Nobody else has left, and some of these hires now help train the newest starter. You tell us what the work needs next.

    5. Then it goes back to the start

      What you say the work needs next reaches the people preparing for your next hire day.

    Sample figures, for illustration. Your own check-ins carry your real hires, and each one is recorded by a person.

    What you need next is what the next candidates prepare for.

    That is what the future of work means here. The work changes and you say how. The people who reach you next have practised for the work as it is now, not as it was when the posting was written.

    At week 8 you tell usSo the next candidates prepare for

    • At week 8 you tell us“Orders are moving to handheld tablets this winter.”

      So the next candidates prepare forTaking and correcting an order on a tablet, practised before they apply.

    • At week 8 you tell us“New starters struggle most with handing over at shift change.”

      So the next candidates prepare forA short handover, recorded as part of their interview practice.

    • At week 8 you tell us“We will need shift leads by spring.”

      So the next candidates prepare forLeading a small team, offered to the hires who stayed and shown on their record.

    Sample notes, for illustration.

    Meet the person before the paperwork.

    An application tells you what someone says about themselves. Here you see how they answer, what they wrote on their own, and whether the people you hired last time are still with you.

    • The same questions, every candidate

      Set once for the role. Your team compares answers to the same question, not impressions from different calls.

    • Answers in their own words

      Recorded by the candidate when they are ready. What they wrote on their own sits beside what coaching suggested, so you see the person.

    • A record, not a first impression

      Work they made and an educator checked, shown to you because the candidate chose to show it.

    • A say in what comes next

      What you tell us at week 8 is what the next candidates prepare for. The work changes, and the people reaching you have prepared for it as it is now.

    A man behind a hotel front desk hands a key card to two smiling guests.

    Employers & Enterprise, North America

    Hospitality, Hiring-Ready

    A hospitality employer operating across Canada and the United States is modernizing how it finds and vets talent. Cohorts of youth from across communities upskill in food service and move onto a fast track toward employment, with the employer reviewing hire-ready candidates rather than stacks of résumés.

    Your first ninety days.

    1. Days 1 to 30Share a role and the skills behind it
    2. Days 31 to 60Candidates answer your questions on video, once
    3. Days 61 to 90Hire from a record, then tell us what the work needs next

    Start with the role that is hard to fill.

    Tell us a role you find hard to fill and what the work involves. We will show you what the first ninety days look like, and what a candidate's answer card will hold when they reach your team.

    Start a conversation

    Too many people finish school able and unseen by the people who can say yes. We are here to end unemployment at the start of working life, one connected region at a time.

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