Restaurants
inploi helps restaurant groups hire front and back of house across every site, on the ATS they already run.
since Feb 2022
since Jul 2024
since Apr 2024Openings
Every opening means a kitchen and a floor team hired in a few weeks, on top of the turnover every existing site is already covering. Head chef, sous chef, kitchen porter, servers, bar and host: all at once, all in one town.
The openings cannot be paid for with a bigger job board bill. The spend has to go where the vacancies are, and the team has to see what each pound produced.
Problem roles
Front of house in a city centre fills in a week. The same role in a seaside town sits open for a month. A sous chef is hard to find almost everywhere, and a missing chef closes a kitchen in a way a missing host does not.
One media plan run across every site overspends where roles fill themselves and underspends where they do not. Côte runs its recruitment marketing by segment instead: front of house, London, sous chef, each with its own budget.
General managers' time
Applications arrive during lunch and dinner, from candidates applying on their phones between shifts somewhere else. By the time the general manager gets to them, a good candidate has taken a shift down the road.
And the basic questions have no ready answer. What does it cost to fill a front-of-house role in London? Which channel brought the hires, not just the clicks? Without that, the budget follows instinct.
Before the trial shift
Can they work Friday and Saturday nights? Are they old enough to serve alcohol? Do they have the right to work? Restaurants hire for hours and eligibility as much as for experience, and a general manager who books a trial without those answers can lose an evening to someone who was never going to fit.
No-shows make it worse. Every trial booked for a candidate who has already taken a job elsewhere, or did not realise the shift ran late, is an hour of service the team does not get back.
So the requirements belong at the start. Côte's application puts a role's requirements up front, and the candidates who meet them are the ones who complete it.
The brand
A candidate meets your restaurant as a guest before they meet it as an applicant. If the room and the service feel like you and the application feels like a government form, the gap shows.
wagamama wanted its application quick and recognisably wagamama on a phone. Côte launched its new careers site in step with its refreshed consumer website, so a guest and a candidate meet the same brand.
And a candidate who hears nothing back is still a guest. How you treat them as an applicant comes with them to the table.
inploi is the hiring experience platform for large frontline employers. The Candidate Agent and Hiring Agent handle the admin, and your people do the hiring. Careers sites, conversational apply, job distribution, and analytics and attribution work around the agents, connected to the ATS you already run. It is software with a service: you get a team that works with yours, not just a login.
A kitchen role asks kitchen questions and a floor role asks floor questions, in a conversation that finishes on a phone. At wagamama the whole application runs this way, in the brand's look and feel, and every completed application goes straight back into Talos360.
See conversational applyOpen roles flow from your applicant tracking system onto your careers site, and completed applications go back into it. There is no second system for general managers to learn.
wagamama and Côte both still keep their hiring records in Talos360, with inploi alongside it.
See integrationsJob distribution puts each role in front of the people who fit it and moves budget to the roles and sites that are struggling. Côte pays on completed applications, not on postings. Analytics and attribution show cost per hire by channel, role and site, so the London front-of-house question has an answer.
See job distributionThe Hiring Agent scores every application against the criteria your team sets for the role and writes down why. The general manager gets a ranked list with the reasoning beside each name, and a notification when applications are ready to read. No candidate is ever rejected by AI: a person always makes the decision.
See the Hiring Agent
Maya OkaforCustomer Team Leader88
Darren HoltFitness Coach91
Amara DialloKitchen Team Member74Case studies
Two restaurant groups hiring front and back of house across many sites, both on Talos360. Every figure is the customer's own.
“They are reaching talent pools we couldn’t reach on our own.”
63%
£4.89
27%
“inploi helped us reset. They gave us the tools and insights we needed to make smarter decisions, build trust internally, and deliver a candidate experience we could be proud of.”
71%
70%
78%
20+
Yes. Conversational apply is shaped by role, so each role asks what it needs. wagamama runs a conversation designed for each role type.
No. Your records stay in your ATS. General managers get a ranked list of applications with the reasoning beside each name, and a notification when applications are ready to read.
No. Agents rank and recommend; they never reject. Every application is scored, and a person makes every decision.
A standard inploi implementation takes eight to twelve weeks. inploi builds it and stays responsible for it working.
Book a demo to see conversational apply and the Hiring Agent on a kitchen role.
Or take the hiring experience audit to see where your process stands. It takes four minutes.
