For retail, QSR, logistics and frontline teams

Two thousand applicants, four hundred stores, and a hiring manager who is on the shop floor.

Frontline hiring fails on speed and drop-off, not on assessment depth. The applicant applies on a phone at 9pm, waits four days for a reply, and takes the offer from whoever answered first. Everything here is built to answer in minutes and to keep the store manager out of a laptop.

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22 min Median apply-to-screened time −41% Offer-to-joining drop-off 8 langs Screening languages, including regional

Free forever for 1 user No credit card required

One platform ATS, HRMS, interviews and sourcing

Human-in-the-loop AI Every score shows its evidence

Built in Noida, India Serving hiring teams worldwide

GDPR · SOC 2 · ISO 27001 Compliant with these frameworks

01 What you actually need it to do

Where frontline hiring leaks candidates.

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.

02 Before and after

One store opening, two ways.

Today

Nine-field form on a phone; most applicants abandon it

Two thousand applicants, four recruiters, four-day reply times

Walk-ins coordinated by phone call from head office

Offer accepted, then silence until the shift is short at 7am

Head office learns a store is understaffed from the store

With Pitch N Hire

Apply on WhatsApp in two minutes, in their own language

Screened and ranked within the hour, reasoning shown

Candidates self-book store walk-in slots and get reminders

No-show risk scored, warm-up automated, joining confirmed the day before

Live coverage per store, with the actual bottleneck named

03 Run the numbers

What no-shows and slow replies cost you.

Frontline hires a year, and the share who ghost between offer and day one.

The model takes two inputs from you and returns four figures. Here is each figure and the assumption it rests on — we run it on your own numbers on the call rather than publishing a result for a company we have not met.

Frontline hires a yearOffer-to-joining drop-off today

What the model returns	The assumption behind it
Cost of drop-off today	Ghosted offers at a typical ₹9,800 rehire cost
After WhatsApp warm-up	Teams typically cut frontline drop-off by 41% in the first two months
Recovered a year	After the platform cost at this hiring volume
Apply to screened	Median, against four days when screening is manual

Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.

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Proof

Our managers were not going to log into anything. They get a WhatsApp with today's walk-ins and approve on their phone between customers — that is the only reason it stuck.

Head of retail operations, 410-store apparel chain · 2,400 hires a year

22 min Apply to screened −41% Offer-to-joining drop-off 410 Stores hiring on one record

Questions

Do candidates need to install anything?

No. The whole journey runs on WhatsApp and a mobile web page: apply, answer screening questions, upload documents as photos, book a walk-in slot, confirm joining. No app, no account, no password.

Which languages does the screening support?

Hindi, Tamil, Telugu, Marathi, Bengali, Kannada, Gujarati and English today, with the conversation held in whichever language the candidate replies in. The record and the manager summary stay in English.

Our store managers will not use software. What do they see?

A WhatsApp message with today's walk-in list and a link that opens a one-screen shortlist on mobile: name, distance, shift availability, screening summary, approve or reject. No laptop, no training session.

How do you reduce no-shows?

Drop-off risk is scored from behaviour — reply latency, distance, how long the offer has been open — and the candidate gets an automated warm-up sequence with shift details, location, what to bring and a one-tap joining confirmation the day before. Teams typically see drop-off fall by around 40% in the first two months.

Can we hire seasonal staff back quickly?

Yes. Good leavers and past seasonal staff are tagged into a rehire pool and can be re-contacted in one WhatsApp broadcast, which is usually the fastest source of covered shifts for a festive or peak ramp.

Does this work with our roster or workforce-management system?

Joining data and employee records flow into the HRMS, and out to a roster or WFM system through the API or a flat-file feed. Attendance and shift scheduling are available natively if you would rather not run a separate system.

Explore the platform

The ATS The HRMS High-volume hiring Case study — retail volume hiring ATS by industry All features Integrations Pricing

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Bring us one store opening and its applicant list.

We will run the screening, schedule the walk-ins and show you the shortlist your manager would see on their phone — before you commit to anything.

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