How Manufacturing Teams Use 100Hires

Who this is for

Manufacturing teams hiring operators, assemblers, technicians, maintenance staff, supervisors, and quality roles.

What makes this hiring workflow different

• Shift, location, and certification requirements must be clear
• High-volume roles need fast screening
• Hiring managers need consistent handoff from recruiters

Recommended 100Hires setup

Profile Fields

Capture shift preference, equipment experience, certifications, work authorization, and start date.

Knockout questions

Disqualify candidates who cannot work the required shift or meet must-have requirements.

Bulk actions

Move or message groups after screening by shift, location, or score.

Workflow automations

Assign tasks, send candidate emails, or notify teammates when candidates reach key stages.

Suggested workflow

Applied -> Shift screen -> Recruiter call -> Supervisor review -> Plant interview -> Offer -> Start date confirmed

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

Operating tips

• Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
• Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
• Test every automation on a sample candidate before relying on it for live applicants.
• Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
• Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
• Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.

Updated on: 16/06/2026