Facilitate

For employers

Share your roles. Hire from a record.

You bring the roles and the skills behind them. Candidates prepare for that work, answer your screening questions on video, and reach you with a record of what they did on their own. After you hire, you check in at weeks 1, 4 and 8 and tell us what the work needs next, so the next candidates prepare for the work as it is now.

Start a conversationSee how it works
A young server in an apron bringing a plate to a table of guests in a restaurant
  1. 1Share your rolesEach role is written as five lines: the problem it solves, where the work happens, the aptitudes that matter, the hours, and how close someone needs to live. Alongside it, the skills behind the role.
  2. 2Set your questions onceYour screening questions come from the five lines you wrote. You set them one time, and every candidate for that role answers the same ones.
  3. 3Candidates answer on videoPeople record their answers when they are ready, in their own words. Nobody on your team repeats the same first call again and again.
  4. 4Review together and hireYour team watches the same answers and reads the same record: what the candidate wrote unaided, what coaching suggested, and what they kept. Then you decide.
  5. 5Check in, and say what is nextShort check-ins at weeks 1, 4 and 8 show who is still with you. At the last one you tell us what the work needs next, and that goes into what candidates prepare for.

  6. A future-ready workforce

What a candidate looks like when they reach you.

By the time someone reaches your team, the role has been written down, the questions have been asked, and the answers are recorded. Pick a role to see what you would write, what you would ask, and what comes back.

Line cook

A quick-service restaurant. A sample role, for illustration.

The role, in five lines

  1. 1The problem to solveFriday and Saturday dinner tickets back up at the grill station.
  2. 2Where the work happensA small, hot kitchen with a steady rush from early evening until close.
  3. 3Aptitudes that matterCalm under pressure, and careful with food safety.
  4. 4HoursThursday to Sunday, closing shifts, weekends required.
  5. 5How close to liveA short trip from the restaurant, because closing shifts end after the last bus.

Your screening questions, set once

  • Tell us about a time you kept your head when orders were backing up.On video
  • Describe a kitchen or a job with a rush like ours.On video
  • Can you reliably work closing shifts from Thursday to Sunday?In writing

Every candidate for this role answers the same questions. Nobody on your team asks them again.

What one candidate’s answer card shows

D. R., candidate

Answering: A time you kept your head when orders were backing up

“At the school canteen the fryer went down at lunch. I told the counter which items were off, moved the waiting orders to the oven, and we cleared the line before the bell.”
Wrote unaided
“I like a kitchen when it is loud and everybody knows their station.”
Their record, shown because they chose to show it
  • Food handler certificate, checked by an educator
  • Interview practice: the first recording and the one they kept
  • An educator's note on punctuality across a term

Whether they stay.

A hire is the middle of the story. Short check-ins at weeks 1, 4 and 8 show who is still with you and why anyone left. Pick a check-in to move the cohort there.

A sample cohort of 12 hires, one role

  1. Hire day12of 12 still employed, sample

    Everyone starts with the same short, site-specific walk-through, because the basics were covered before the first shift.

  2. Week 111of 12 still employed, sample

    A hire left: the closing shifts clashed with a second job. That goes on the record, so the next role spec states the hours more plainly.

  3. Week 410of 12 still employed, sample

    A hire moved out of the area. Everyone else has settled into a regular station.

  4. Week 810of 12 still employed, sample

    Nobody else has left, and some of these hires now help train the newest starter. You tell us what the work needs next.

  5. Then it goes back to the start

    What you say the work needs next reaches the people preparing for your next hire day.

Sample figures, for illustration. Your own check-ins carry your real hires, and each one is recorded by a person, never inferred.

What the work needs next goes back into what candidates prepare for.

That loop is what we mean by the future of work. The work changes, you say how, and the next candidates prepare for the work as it is now, not as it was when the posting was written.

  • At week 8 you tell us“Orders are moving to handheld tablets this winter.”

    So the next candidates prepare forTaking and correcting an order on a tablet, practised before they apply.

  • At week 8 you tell us“New starters struggle most with handing over at shift change.”

    So the next candidates prepare forA short handover exercise, recorded, as part of interview practice.

  • At week 8 you tell us“We will need shift leads by spring.”

    So the next candidates prepare forA team-lead module, offered to the hires who stayed, that goes on their record.

Sample notes, for illustration.

What reaches you that a stack of applications cannot.

An application tells you what someone says about themselves. This shows you how they answer, what they wrote without help, and whether the people you hired last time are still with you.

A man behind a hotel front desk hands a key card to two smiling guests.

Employers & Enterprise, North America

Hospitality, Hiring-Ready

A hospitality employer operating across Canada and the United States is modernizing how it finds and vets talent. Cohorts of youth from across communities upskill in food service and move onto a fast track toward employment, with the employer reviewing hire-ready candidates rather than stacks of résumés.

Your first ninety days.

  1. Days 1 to 30Share your roles and the skills behind them
  2. Days 31 to 60Candidates answer your screening questions on video, once
  3. Days 61 to 90Hire from a record, and tell us what the work needs next

Start with one role.

Tell us a role you find hard to fill and what the work behind it involves. We will show you what the first ninety days look like, and what a candidate's answer card will contain.

Start a conversation

Too many young people finish school able and unseen, while the institutions that want to back them cannot find each other. We are here to end youth unemployment, one connected region at a time.