Retail
An open role is a closed till, in every store you run.
Time to hire and turnover hit store revenue directly, and an estate of hundreds of stores cannot be run store by store. Orbio runs one hiring process across the whole network, in every country and through every peak.
Minutes
to first contact after applying
620+
stores run on one process
Peak season
absorbed without new headcount
Answer the applicant before another employer does
Minutes, not days
Every applicant is engaged within minutes of applying, at any hour, on the channel they use.
Apply from the window
A QR code in any store window opens a conversation: the agent lists what is open nearby, answers questions about the role and creates the application.
No CV required
A name and a number is enough — the profile is built in the conversation.
Screened on your criteria
Availability, distance, weekend cover, right to work: asked conversationally, stored as structured fields.
Send them to the store that is actually short
Nearest-store routing
Applicants are redistributed to open roles within a radius, or by postal-code zone, balancing the load across every store in range.
Nothing lost when a role fills
A closed vacancy's candidates move to an open one nearby instead of the funnel dying with it.
Peak absorbed
Volume waves are handled without adding coordinators; follow-up cadence keeps the pipeline clean on its own.
Last season, back next season
Past candidates are searchable and re-proposable, so peak hiring starts with people who already know the till.
Give every store manager back the shop floor
Booked into their calendar
Interviews land in each store manager's calendar, wherever the store is, with reminders on the channel candidates answer.
Rescheduling handled
Candidates move or cancel their slot in the same conversation — nobody phones the store.
Feedback that moves the process
The manager's feedback is captured after the interview, and the next appointment can be created straight from it.
Ready before the first shift
Documents chased and checked
Required documents are collected, classified, read and validated against your rules.
Never asked twice
Anything collected during hiring carries into onboarding.
Signed and handed over
Offer letters sent and signed electronically; employee records and document packs exported for payroll and HRIS.
Why they leave, store by store
Exit interviews run by phone or chat, scoped to the stores, regions and roles you choose, and aggregated so one store's problem shows against 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 retail
135 → 55open vacancies, a 60% reduction
