A Real-World Perspective From Domino’s Operator Phillip Pedigo
For multi-location Domino’s operators, hiring hourly workers often feels fragmented and reactive. Between job boards, spreadsheets, text threads, and manual scheduling, even strong teams can struggle to keep up — especially when hiring volume spikes.
Phillip Pedigo knows that challenge firsthand. Before adopting Sprockets, his team was juggling disconnected tools that made it hard to move quickly, stay organized, and maintain consistent communication across locations.
“Before Sprockets, everything was manual — scheduling interviews, tracking candidates, and keeping communication organized — and it was difficult to manage across multiple locations.”
— Phillip Pedigo, Domino’s Operator
The Challenge: Manual Hiring Across Multiple Locations
Before Sprockets, Phillip’s hiring workflow relied on Indeed, spreadsheets, and separate text messaging tools. Interviews were scheduled manually, candidate tracking lived in multiple places, and keeping communication aligned across stores was increasingly difficult.
“Everything was disconnected. We were using Indeed, spreadsheets, and separate texting apps just to keep hiring moving.”
The Solution: Automation Built for Hourly Hiring
Sprockets unified those fragmented steps into a single, automated workflow designed for hourly hiring at scale.
- Automated candidate filtering and culture-fit scoring
- Interview calendars filled automatically based on availability
- Prioritized scheduling for the main interviewer
“Candidate filtering, culture-fit scoring, and interview scheduling are all automated now. The system fills interview calendars based on availability.”
Efficiency Gains That Actually Reduce Headcount
“Sprockets has helped us streamline our hiring workflow enough that we’re able to operate with one less person in the office handling computer-based tasks.”
Communication That Keeps Everyone Aligned
“Having all applicant communication in one place, with full message history, keeps everyone aligned and cuts down on phone calls and confusion.”
Smarter Indeed Spend, Better Applicants
“We’ve saved money and avoided wasting time on candidates who aren’t a good fit — and the people we hire are staying longer.”
A True Operator Partnership
“One thing I appreciate about Sprockets is that they actually listen. It feels like the product is built with real operator input.”
Looking Ahead: From Hiring to Onboarding
Phillip is now looking toward deeper integrations — pushing applicant data directly into HR systems and expanding into onboarding workflows to eliminate manual entry entirely.