Restaurants & QSR
Your managers should be running shifts, not booking calls.
Applicants are working other jobs when your offices are open, and no two of your outlets hire the same way. Orbio answers them anyway, with one process across every brand, franchise and country, and it catches the reasons they quit in month one.
~50%
of replies land outside office hours
4 in 5
candidates finish the screen
Week 1
is where month-one churn starts
Hire at the hours your applicants are free
Nights and weekends
The whole funnel runs over WhatsApp and phone, including the replies that land after closing.
A call, not a form
Screening by voice for candidates who will answer a phone but never fill in a web form.
Their language
Each conversation runs in the candidate's language, detected from their profile or set by location.
Know before you burn a trial shift
Skills checked first
A skills assessment by voice or text runs before the trial shift, with the evidence kept per attempt.
The realities up front
Shift pattern, transport, weekend availability and notice period are asked and stored as fields, not buried in a chat.
Assessment on its own call
Where the role needs it, assessment runs as a separate call from screening.
Every outlet, every brand, every country
Brands and franchisees, separately
Each brand, franchise group and country runs as its own account, with its own workflows and statuses, on one platform.
Routed to the outlet that is short
Applicants are redistributed within a radius or postal-code zone to where the gap actually is.
Openings and seasonality
New sites and seasonal waves are absorbed as they come — the agents do not queue.
Catch the reasons behind month-one churn
Onboarding that finishes
Documents chased on the reminder schedule you set, escalating to the site's HR contact when someone stalls.
Exit interviews per site
Run by phone or chat, scoped to the outlets and roles you choose, with transcripts or summaries only — your call.
Patterns, not anecdotes
Leaver reasons are aggregated per group, so one outlet's problem shows up against the rest of the network.
Built for frontline hiring everywhere it runs
Every channel they answer
WhatsApp, SMS, RCS, LINE, email, web and phone. One thread per candidate, in their language, at the hour they reply.
One platform, every site
Brands, regions and end-clients each run as their own account, with their own criteria, languages and workflows, and every work site carries its own location and HR contact.
Auditable end to end
Every status change records its source, conversations are reviewed for guardrail breaches, and bias is audited independently each month. The same evidence in every country.
Fits the stack you have
Connectors across the ATS and HRIS estate, a partner API and outgoing webhooks. Your system of record stays your system of record.
Proof in restaurants & qsr
42% → 39%first-30-day churn, client-reported