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> Use this file to discover available pages before exploring further.
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# How Restaurant / Hospitality Teams Use 100Hires

# How Restaurant / Hospitality Teams Use 100Hires

## Who this is for

Restaurant and hospitality teams hiring servers, cooks, hosts, bartenders, housekeepers, front desk staff, and managers.

## What makes this hiring workflow different

- Candidates often respond fastest by SMS
- Managers need simple interview scheduling
- Hiring spikes happen around openings, holidays, and events

## Recommended 100Hires setup

### Short application forms

Ask only for the essentials at first, then use questionnaires for deeper screening.

![Short application form with only essential questions](https://100hires.com/wp-content/uploads/2026/08/default-form-with-questions.png)

### Twilio SMS

Text candidates quickly after they apply or pass the first screen.

![SMS composer with From and To fields, Insert SMS template button, and Send SMS button](https://100hires.com/wp-content/uploads/2026/07/sms-composer-send-sms.png)

### Bulk actions

Move, email, tag, or disqualify many applicants after a hiring event or weekend application spike.

![Bulk actions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-bulk-actions-1_vasrfc.png)

### Self-scheduling links

Let candidates choose interview slots without a long back-and-forth.

![Self-scheduling links](https://100hires.com/wp-content/uploads/2026/06/100hires-outlook-calendar-self-scheduling-hero.png)

## Suggested workflow

Applied -> Availability screen -> Text sent -> Interview scheduled -> Trial shift or manager review -> Offer

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.