HR App Starter · Industry version
Hospitality Hiring Template
Hiring built for hourly reality — walk-ins, multi-location postings, same-week starts — generated into a codebase you own.
Hiring a line cook is nothing like hiring an analyst: the best applicants take whichever job calls back first, a candidate is often standing in your lobby, and one brand may be hiring for four sites at once. This starter shapes the hiring pipeline around that pace and hands you the code that runs it.
- 6 core entities
- Careers page included
- Code you own
- Vibe + Governed modes
01 · The problem
Why a generic HR falls short
Corporate ATS tools assume a leisurely funnel — a review committee, a scheduling back-and-forth, a two-week loop. Hourly hospitality hiring is won in hours: the applicant who gets a callback the same afternoon shows up for a trial shift, and the one who waits three days has already started somewhere else. A pipeline with no notion of response-time is measuring the wrong thing.
Location is the unit of hiring, not the company. A group running three restaurants and a bar hires per site, per role, per shift pattern — and a general manager should see their own site's pipeline, not the whole group's. Flat candidate lists make multi-site hiring a filtering chore and cross-site transfers invisible.
Volume and seasonality finish the job. Summer patios and holiday service mean hiring waves where dozens of applications arrive for one posting, no-shows to interviews run high, and a 'no' in May should be an easy call-back in November. Without a searchable history of past applicants and their outcomes, every season starts from zero.
02 · Data model
The data model, adapted
Everything in the base HR starter —
employeesdepartmentscandidatesjob_postingsinterviewstime_off_requests— plus the entities this industry actually runs on:
| table | what it holds |
|---|---|
locations | Sites with address and manager — postings, candidates, and interviews all scope to one, so each GM works their own pipeline. |
availability_profiles | The shifts a candidate can actually work — days, evenings, weekends — captured at application, matched against the role's needs. |
talent_pool_entries | Past applicants worth calling back — season, role, outcome, and notes — the head start for the next hiring wave. |
03 · Screens
Modules through the industry lens
Per-location pipeline boards
01Each site gets its own board with its own postings; the group view rolls them up. A candidate rejected at one site for headcount can be moved to a sister site's board in one action instead of reapplying from scratch.
Fast-apply careers page
02The apply form is built for a phone in a bus queue: name, contact, role, availability — under a minute, no resume required, no account creation. Every field it collects is one the pipeline actually uses, starting with availability.
Same-week interview flow
03Advancing a candidate offers interview slots from the manager's calendar; confirmations and reminders go out automatically. No-shows are recorded with one tap, keeping the pipeline honest about who's actually still in it.
04 · In practice
Workflows it models
Walk-in to trial shift
01Someone asks for the manager and hands over a phone number. The host enters them on the spot via the fast-apply form; the GM sees availability that matches the open evening role and books a trial shift for Thursday — the whole exchange under five minutes.
Staffing the summer patio
02Three postings open across two sites in March. The talent pool surfaces last summer's strong seasonal hires first; call-backs fill half the roster before the postings even circulate. New applicants queue by availability fit rather than arrival order.
Group-wide hiring review
03Monday morning, ops reviews the roll-up: applications per posting, time-to-first-contact per site, interview no-show rates. The site whose callbacks lag stands out in a column — and the fix is a conversation with one GM, not a survey.
Hospitality Hiring template — frequently asked questions
Does this handle staff scheduling and shift swaps?
No — this variant is deliberately hiring-only. Rosters, shift swaps, and clock-in belong to the dedicated employee shift scheduling starter, which pairs naturally with this one: candidates hired here become employees scheduled there.
Can multiple locations hire from one system?
Yes — locations are a first-class entity. Postings, pipelines, and interviews scope per site, GMs see their own boards, and ops sees the roll-up. Moving a candidate between sites is one action, not a reapplication.
Do applicants need to upload a resume?
No. The fast-apply form takes name, contact, role, and availability in under a minute from a phone. You can add a resume field if a role warrants it — the form is your code — but the default respects how hourly applicants actually apply.
Can I reuse past applicants for seasonal hiring?
That's what the talent pool is for: past applicants with role, season, outcome, and notes, searchable when the next wave starts. A strong seasonal hire from last year is a call-back, not a cold posting.
Related
Dual7 App Starters
Build your Hospitality Hiring on your terms
Hiring built for hourly reality — walk-ins, multi-location postings, same-week starts — generated into a codebase you own. Describe your version to start — the output is a project you own.