Apply
The application form loses them
A nine-field form on a 4G phone is a hiring decision you never see.
Frontline candidates apply on a phone, often on a shared one, often at night. Apply by WhatsApp or a two-minute mobile form, with the resume optional and the details captured conversationally instead of typed.
Apply on WhatsApp A message starts the application; no app, no login, no upload.
Their language Hindi, Tamil, Telugu, Marathi, Bengali, Kannada, Gujarati, English.
Store-aware Shows openings within travelling distance of where they are.
No resume required Experience captured by question, documents by photo.
Screening
Two thousand applicants, four recruiters
Volume is only a problem if a human has to read all of it.
Every applicant gets a conversational screen within the hour — availability, shift preference, distance, documents, experience — and arrives at the store manager already ranked with the reasoning shown.
Screened in minutes Median twenty-two minutes from apply to a ranked outcome.
Knock-outs first Distance, shift availability and documents checked before ranking.
Reasoning shown Every score has evidence, so a manager can overrule it in seconds.
Pooled across stores A rejected candidate for one store is offered a nearby one.
Scheduling
Scheduling eats the week
Nobody should coordinate four hundred walk-ins by phone.
Each store publishes walk-in windows and interview slots. Candidates self-book, get WhatsApp reminders, and reschedule themselves — and the manager sees today's list on their phone when they open the shutter.
Slots per store Walk-in windows set by the manager, not by head office.
Reminders that work WhatsApp at booking, the night before and two hours ahead.
Self-reschedule A candidate who cannot make it rebooks instead of vanishing.
Today's list, on mobile Who is coming, for what, with the screen summary attached.
Joining
Offers accepted, then ghosted
The gap between offer and day one is where frontline hiring dies.
Drop-off is predicted from behaviour — reply latency, distance, competing offers in the market — and warm-up messages, document collection and a joining-day confirmation run automatically until they walk in.
No-show risk scored Flagged early enough to over-offer deliberately rather than accidentally.
Warm-up sequence Shift details, store location, what to bring, who to ask for.
Documents by photo Aadhaar, PAN, bank and previous employment before day one.
Joining confirmed One tap the day before, so the roster is not short at 7am.
Visibility
Head office cannot see store reality
Four hundred stores, one number that matters: are the shifts covered.
Live coverage by store, region and role, with the bottleneck named — applicants, screening, manager response or joining. Attrition in the first ninety days is fed back into where you source next.
Coverage by store Open roles against roster requirement, live.
Manager response time The stage that most often holds up frontline hiring, measured.
Rehire pool Good leavers and seasonal staff, tagged and re-contactable in one message.
90-day attrition By store and by source, so you stop paying for channels that churn.
