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A phone with a QR code next to food and text reading "How Has Technology Changed Restaurants?"

How Has Technology Changed Restaurants?

How Has Technology Changed Restaurants? 1016 528 Sprockets

It’s easy to see how innovations like smartphones and social media platforms have changed the way we socialize, but what about the dining experience? How has technology changed restaurants? It’s crucial for owners and operators to explore this topic so they can learn lessons from the past, stay ahead of the latest trends, and implement the best solutions for their business. Find out everything you need to know about innovations in the restaurant industry and schedule a free demo of our hiring platform to discover how technology can boost your employee retention by 43%!

Restaurant Technology and Trends

1. Mobile Ordering

Looking back now, the world seemed entirely different just five or ten years ago. The idea of ordering food on a phone before going to the restaurant might have seemed absurd. Fast-food restaurants and technological advances have changed that.

The first major tests with mobile ordering began in 2014 when Taco Bell and Outback Steakhouse announced that customers would be able to order using an app so their food would be ready when they arrived at the restaurant. The popularity of mobile apps for restaurants caught on, and many companies have created their own apps since then.

The trend grew steadily over the next few years but skyrocketed since the COVID-19 pandemic created challenges for eating inside restaurants. Thanks to new technology in the foodservice industry, we could be looking at the future of restaurants and food delivery. Ten years from now, people might wonder why people ever waited to get to the restaurant before ordering at all.

2. Self-Service Kiosks

In addition to mobile ordering, many restaurants have implemented self-service kiosks. These can be free-standing displays at the front of QSR establishments or touch-screen devices at tables. These kiosks make it more convenient for customers to order food and pay their bills. It can also help speed up operations by saving time in the ordering process.

While this new technology in restaurants has been met with some concerns that it replaces human labor and eliminates jobs, this isn’t the case. It simply enhances the experience for employees and enables them to spend more time providing spectacular customer service. The technology will also prevent the staff from being overworked and lead to a better work-life balance.

3. QR Codes

While paying through a tablet or a phone app is a popular solution, some restaurants have chosen another route and created a payment method based on QR codes. Every restaurant does this their own way, with some of them putting the codes at every table and others having a few codes posted in specific locations at the restaurant.

These QR codes can be scanned from a phone and will open an interactive menu. After ordering, you can then easily pay for your food. They are a great way to save time and, much like a self-service kiosk, should help keep your workers from getting overwhelmed.

4. Scheduling Technology

Poor planning can turn a successful business into a disaster overnight. The good news is that we now have more technology to help with time management. Scheduling software is a great way to manage employees and decide what shifts they should work without spending hours staring at a computer document or calendar.

Much of this software can even be found in the form of phone apps, which makes it that much more convenient. Phone app or not, these types of software solutions often come with some very useful features, like a group messaging function that you can use to communicate with employees and an availability tracker to remind you which employees can and can’t work certain shifts.

5. Voice-Assisted Ordering

Ever since the creation of voice-assisted technologies, such as Siri or Amazon’s Alexa, people have been looking for new ways to incorporate voice technology into their lives. One interesting innovation in the restaurant industry has been voice-assisted food ordering.

This technology is convenient for customers and allows restaurant workers to track customer orders and note any dietary needs they might have. This allows the staff members to get their customers the foods they like as quickly and safely as possible. Some voice-assisted ordering solutions even suggest additional items that the customers might want to pair with their meal, creating a better customer experience and generating additional revenue for the restaurant.

6. Sprockets’ Predictive Hiring Platform

Someone on a laptop hiring hourly employees with SprocketsProductive employees are the gears that make your restaurant run as efficiently as possible, and Sprockets makes it easy to build these top-notch teams. Our AI-powered platform uses a brief, three-question survey to identify which applicants will succeed like your top performers. Then, you can simply look at the red-yellow-green scoring system to see who you should hire. It empowers you to make the best hiring decisions every time and improves employee retention by an average of 43%. Get your free demo today!

A picture of AJ Richichi and text reading, "Scribble Features Sprockets’ CEO as a Leader of Innovation"

Scribble Features Sprockets’ CEO as a Leader of Innovation

Scribble Features Sprockets’ CEO as a Leader of Innovation 1016 528 Sprockets

How does a dorm-room project evolve into a rapidly growing tech startup that’s changing the way people think about hiring? The team behind Scribble, a project launched by the South Carolina Department of Commerce, sat down with AJ Richichi to find out. Check out the interview below to discover the story behind Sprockets and its innovative solution. You’ll meet our CEO and hear his thoughts on the current state of hiring, artificial intelligence, entrepreneurship, and more.

AJ Richichi: Creating a More Effective, Equitable Hiring Process Through Artificial Intelligence

How Hiring Is Flawed

Change isn’t easy, especially when it comes to changing a process that businesses have trusted for years, but it’s necessary if we want to fix a broken system. The traditional hiring process is biased, time-consuming, and ineffective. Plus, companies are struggling to maintain staffing levels and lose thousands of dollars each year due to high employee turnover. AJ Richichi helps people solve all of these issues using the Sprockets platform.

As Richichi mentions in the interview, “White-sounding names get 50% more callbacks than non-white-sounding names. The average general manager will ask between seven and nine illegal interview questions every single phone call. We want to give everyone a fair shake, regardless of where they’re from, where they went to college, and what they look like, to get employment.”

Richichi’s Innovative Solution

Sprockets users don’t need to worry about staffing issues, wasted interview time, or potential bias. Our AI-powered platform reveals which applicants will succeed like a location’s top performers using a three-question survey and a simple scoring system. It empowers business owners and operators to hire the best workers every time without even looking at a resume. Plus, it’s proven to boost employee retention and reduce the amount of time spent on the hiring process so people can focus on daily operations.

Eliminate Bias, Save Time, and Reduce Employee Turnover

The Sprockets platformA lot has changed since Richichi’s days in the dorm room, but one thing remains the same: his passion for matching people to possibilities. Sprockets is now a trusted hiring solution for top brands like McDonald’s, Domino’s, and Taco Bell. Plus, it integrates seamlessly with other popular HR tools, such as McHire and TalentReef.

“We have been empowered to more quickly focus on the candidates that closely match our hiring profile, generating a higher success rate of new hires in our system and eliminating wasted interview time. We feel great about our progress, and the impact was nearly immediate.”

– Bob Fenzel, VP of Wingstop

Schedule a free demo today to predict applicant success with Sprockets, ultimately reducing costly employee turnover!

A woman showing a laptop screen of the Sprockets hiring platform

SENTIO Becomes “Sprockets” as We Set Our Sights Even Higher for 2021

SENTIO Becomes “Sprockets” as We Set Our Sights Even Higher for 2021 1016 528 Sprockets

Big things are happening here at Sprockets! We recently received a $3.4mm venture raise after all of our success in 2020. This investment puts us in an even better position to serve customers in the new year with feature expansions and integrations with other major hiring tools that you utilize. During this time, we’re transforming ourselves to convey our mission more effectively: to harmoniously unite the right people with the right possibilities.

Whether you’re an applicant or employer, you can rest assured that Sprockets has what you need. We’re defining the future of the hourly workforce with our Applicant Matching System.

New Name, Same Mission

While our name has changed, our commitment to you has not. People need to get back to work, especially after such a turbulent year, and you need to find the best of the best for your business to achieve success in 2021. Our data-driven platform is still the go-to solution for matching the right people to the right possibilities with pinpoint accuracy. When you succeed, we succeed!

Change isn’t always easy, but this one is. We want to assure our current customers that this doesn’t affect how you interact with our hiring platform. You don’t need to do anything differently besides enjoy the new and improved look of our company. Use our platform, as usual, to continue finding the right candidates for your team. Of course, feel free to contact us with any questions or concerns you might have. We’re always here to help, especially during transition. 

The Story Behind “Sprockets”

Have you ever really watched a relay race? It’s a thing of beauty to see a group of athletes working together, seamlessly handing off to one another with perfect choreography, moving forward in tandem toward the same goal. Like a relay athlete or a sprocket in a machine, the right employee joins colleagues to drive an organization forward in efficiency and harmony.

Simply put, “Sprockets” represents our mission more clearly. “Sentio” means “to understand,” but we go far beyond understanding workplaces and candidates. We determine if candidates will fit — and work harmoniously — with other coworkers, thrive in their unique environments, and stay long-term.

Exciting News and Plans for the Future

We’ve always been a forward-thinking company, and that remains the same as well. The updates to our name and appearance offer a taste of what’s to come as we shape the future of hiring. You can look forward to many more improvements and enhancements to your experience with our platform, especially since Sprockets recently acquired a $3.4 million raise from venture-capitalist investors. We’d like to thank the following companies for their contributions and confidence:

It’s rare for any South-Carolina startup to receive investments from outside the Southeast, which is why it’s truly remarkable how a company such as ours was able to attract world-class funding during a global pandemic. This invigorating news has us excited for the future as we look to make 2021 the best year yet for Sprockets and all of our loyal customers!

Sprockets: It’s Not Magic — It’s Logic

If you don’t currently use our platform and are interested in enjoying the success that so many satisfied customers have achieved, we’d love to help. Take a moment to book a meeting with one of our team members to learn more about how Sprockets’ sophisticated solution to hiring can reduce employee turnover, saving you time and money. It might be the best decision you make for your business!

A businessman

Home-Health Staffing Roundup: Insights From Sprockets’ Home-Health Providers

Home-Health Staffing Roundup: Insights From Sprockets’ Home-Health Providers 2048 1365 Sprockets

As COVID-19 pushes through the United States, home health and assisted living providers are facing new operational challenges. For our clients, caregiver staffing is at the forefront of these demands as more patient care shifts to one-on-one assistance.

While Sprockets continues to help home health providers replicate their top-performing caregivers and navigate their immediate hiring needs, we want to share the insights and industry outlooks uncovered along the way. This article is a collection of those insights and outlooks as they relate to caregiver staffing.

 

Caregivers consider unemployment

Over the past few weeks, the federal government went to great lengths to provide relief for both individuals and business owners negatively affected by COVID-19. An unfortunate side effect of this relief effort is individuals considering unemployment as a more lucrative option than remaining employed. 

This is due to the extra $600 in relief given to individuals who file unemployment as a result of losing their job due to COVID-19. In the hourly workforce, this could mean making more while being unemployed than to remain in a current position. 

Not many of our clients have mentioned this issue, but those that have are reacting in a couple of ways:

  • Hazard Pay – Increasing caregiver hourly rates throughout the COVID-19 pandemic. 
  • Staffing Up – With increased unemployment nationwide, providers are seeing an influx in candidates. By ramping up interviewing, they are prepared to replace caregivers that are unable to work for any reason.

 

Digital caregiving

Providing care is a hands-on task, but in a world where minimal contact is required, providers are having to quickly adopt a digital-first mentality. Sprockets’ clients are reporting their digital transformations in a few key areas:

  • Recruitment & Onboarding – Hiring managers are shifting to online screening and interviews with caregivers. This means using tools like Sprockets to quickly match applicants against current top-performing caregivers, conducting video conference interviews with Google Hangouts or Zoom Meetings, and handling onboarding through training videos and web-enabled documents. 
  • Caregiving – Operations managers have implemented digital check-ins via surveys or video conferences to ensure a caregiver working remotely is fit to visit with a patient. In other words, they are asking a series of questions to determine if the caregiver may be at an increased risk of being exposed to COVID-19 and potentially not able to provide care.
  • Compensation – COVID-19 has placed additional strain on individuals’ ability to meet their financial obligations. As a way to meet the immediate needs of their caregivers, some providers are embracing software that allows employees to be paid in an on-demand fashion. Tools like DailyPay and FlexWage allow employers to provide a flexible digital alternative to their typical pay frequency.

 

Recruiting from other industries

As mentioned earlier, COVID-19 has created an unfortunate opportunity to meet the staffing demands that previously and currently face home health. With other industries dependent on hourly employees like restaurants and hospitality forced to layoff employees, home health providers are finding a new applicant pool for sourcing. 

While recruiting in other industries is a great way to counteract the previously tight labor market for caregivers, we are advising Sprockets users that screening is more important than ever. Understanding an applicant’s mental makeup before they shift into a caregiver position helps providers know they have the “right skill set” for the job.

 

As we continue to get insights from other home health providers using Sprockets, we will post another staffing roundup in the weeks to come. If you have any current strategies you would like to share, please don’t hesitate to reach out to our team.

Home Health Care Staffing during COVID-19: Lessons from our clients

Home Health Care Staffing during COVID-19: Lessons from our clients Sprockets

Home Health providers are no strangers to working in the face of acute outbreaks. Providers previously showed their ability to protect patients during the SARS outbreak in 2003 and again during the H1N1 pandemic in 2009. According to industry experts, home health providers should be prepared for an influx of patients due to COVID-19.

Now is one of those times where the industry, its leaders, and their staff are truly being tested. With that in mind, our team spoke with some of our home care clients about how they are handling staffing during this trying time. Our hope is these insights help owners and managers strategize for how to handle an influx of patients as well as people applying to be caregivers.

**These insights have come from conversations with owners of Home Instead, Visiting Angels, Right At Home and other home health brands nationwide.**

 

“We lost a few of our caregivers one day, and the next we saw 100s of new caregiver applicants. We are needing to be agile when it comes to hiring.”

BrightStar Care Operator in California

 

Be prepared to over-staff
Just about every owner I spoke with is increasing their hiring in preparation for some subset of their staff getting sick, needing to be out of work, or deciding they are not comfortable seeing patients. Also, with kids staying home from school, many of their caregivers are looking to reduce or rearrange shifts in order to accommodate the new normal.

Our clients are taking a page from other industries that ramp staffing during the holidays and bringing on applicants under the agreement that they are temporary for the foreseeable future. One tactic they are using is messaging all previous applicants and asking them to reapply. Previously, our team has found that 32% of previous applicants will reapply through the Sprockets platform when prompted.

 

Handling an influx of applicants
As other industries dependent on the hourly workforce scale down their staff, Home Health care locations are seeing an influx of applicants. Not all of our clients need this many staff members, but don’t want to miss out on what they are calling “an unfortunate opportunity”. When asked to explain, they helped me understand that they don’t want to miss out on quality applicants. Sourcing is not always easy in Home Health, so they want to make sure they don’t pass on an applicant that could be a great hire in the future.

What we found is these locations are still sending applicants through the Sprockets system to be scored and archived for future hiring needs. The prevailing thought is that when they need to potentially over-staff, or a staff member gets sick, they will have a group of pre-qualified applicants to call.

 

Who’s suited to provide patient care?Someone providing home healthcare to an elderly woman on the stairs

Asking a caregiver to go into someone’s home in the face of a pandemic can be just as unnerving for that person and it is for the patient that is allowing them into their home. What our clients have found is that a certain subset of their staff is not comfortable providing care during this time period.

With that said, other caregivers don’t waiver. This all comes down to the personality of the individual. What we have started to advise our clients to do, is understand the personality profile of the caregivers that are still willing to work and compare the influx of new applicants to those individuals. Home health owners are using Sprockets to help them isolate which applicants have the right mental makeup for this type of work in the climate of COVID-19.

 

Making the difficult choice
While most of the owners I spoke with are positive about how to handle staffing, some are worried about how to keep their best staff members should they need to suspend operations. Responses ranged from making choices based on past performance to simply instituting a last-one-in, first-one-out policy.

Of course, the advice our customer service team provided was to add objective data to the mix. By knowing who your top performers are, regardless of tenure, you have a better understanding of who is working well for your location.

 

Patient care and hiring will continue…
Our clients feel prepared to handle the trying times that COVID-19 has brought. They know they will continue to need quality caregivers and that hiring will remain as constant in their business as demand for in-home care. Again, our hope is the lessons our clients have taught us will be helpful to you and your business.

QSR staffing during COVID-19: Lessons from our clients

QSR staffing during COVID-19: Lessons from our clients Sprockets

QSR owners are used to making a thousand decisions a day. Quick-service has by design been built to move fast. Regrettably, the COVID-19 pandemic is outside our control and forcing us to make major changes quickly to ensure public safety as well as the longevity of our businesses.

Now is one of those times where the industry, its leaders, and our staff are truly being tested. With that in mind, our team spoke with some of our clients about how they are handling staffing during this trying time. Our hope is these insights help owners, managers, and everyone front and back-of-house regain control of staffing during uncontrollable times.

**These insights have come from conversations with owners of Taco Bell, Chick-fil-A, and other QSR brands nationwide.**

A sign that reads "NOW HIRING"

 

“People still need to eat, so we have to be prepared to keep serving!”

QSR Operator in Texas.

 

 

 

Be prepared to over-staff
Just about every owner I spoke with is increasing their hiring in preparation for some subset of their staff getting sick or needing to be out of work. With kids staying home from school, many of their staff members are looking to reduce or rearrange shifts in order to accommodate the new normal.

Our clients are taking a page from other industries that ramp staffing during the holidays and bringing on applicants under the agreement that they are temporary for the foreseeable future. One tactic they are using is messaging all previous applicants and asking them to reapply. Previously, our team has found that 32% of previous applicants will reapply through the Sprockets platform when prompted.

 

Handling an influx of applicants
As other sectors within foodservice, in particular casual and fine dining, and the hourly workforce scale down their staff, QSR locations are seeing an influx of applicants. Not all of our clients need this many staff members, but don’t want to miss out on what they are calling “an unfortunate opportunity”. When asked to explain, they helped me understand that they don’t want to miss out on quality applicants. Sourcing is not always easy in QSR, so they want to make sure they don’t pass on an applicant that could be a great hire in the future.

What we found is these locations are still sending applicants through the Sprockets system to be scored and archived for future hiring needs. The prevailing thought is that when they need to potentially over-staff, or a staff member gets sick, they will have a group of pre-qualified applicants to call.

 

A man in a pizza shopCross-training employees
As dining areas close, drive-thru and delivery sales are on the rise. Many of our clients are focusing on cross-training staff members to take on new roles. An owner of a pizza chain is using Sprockets to identify which staff members compare well to their top-performing employees in other job roles. Doing so has made it easy to know which employees to shift into various roles based on their personality as opposed to previous experience, which many don’t have. This cross-training has allowed them to keep from reducing staff hours as well as handle the influx in delivery and drive-thru sales.

 

Displaying staff preparedness to clients
QSR’s focus on customer service and thoroughness is putting the industry in a unique position to cater to our customers’ concerns. What I mean by this is we naturally take safe serve precautions in our daily routines at a restaurant and put the needs of our customers first. Now it’s crucial to communicate what we’ve always done (i.e. wash our hands, wear gloves, etc.) as a way to show the patrons that they can trust ordering from our location.

Owners are taking steps to train staff members to almost “make a show” of these routines in order to boost consumer confidence and patronage. What has always been the issue with these routines, is selecting staff members mature enough to take them seriously. The owners I spoke with are being hypervigilant in watching how staff members react and dismissing those not taking things seriously.

 

Who’s your “Hurricane Crew”?
Growing up in the restaurant industry in Charleston, SC I became very familiar with the “Hurricane Crew”. These are your staff members that have a strong sense of community and want to serve others in trying times. Taking shifts during major storms was a bit of a “badge of honor” and staff members truly felt pride in feeding the community during a recovery.

While COVID-19 will be with us much longer than a hurricane, our local clients are still taking the time to identify which staff members are willing to be part of the crew if they are forced to be short-staffed. The advice we received is to not only identify the individuals for those types of long hour grinds, but to also have an “emergency shift schedule” preplanned for a two-week period.

 

Making the difficult choice
While most of the owners I spoke with are positive about how to handle staffing, some are worried about how to keep their best staff members should a location need to shut down. Responses ranged from making choices based on past performance to simply instituting a last-one-in, first-one-out policy.

Of course, the advice our customer service team provided was to add objective data to the mix. By knowing who your top performers are, regardless of tenure, you have a better understanding of who is working well for your location. In addition, we recommended looking at how team members compared from one location to another. Our platform can identify if a middle-range performer may actually be a top performer at a different location under another GM. Our clients already use this process when routing new applicants to specific job roles or locations based on their match score.

 

Filling orders and hiring will continue…
Our clients feel prepared to handle the trying times that COVID-19 has brought. They know they will continue to need a quality staff and that hiring will remain as constant in their business as the food they serve. Again, our hope is the lessons our clients have taught us will be helpful to you and your business.

PEO Customer Testimonial: Propel HR

PEO Customer Testimonial: Propel HR 150 150 Sprockets

As President of Propel HR, an HR outsourcing and PEO company based in South Carolina, I am surrounded by small businesses and human resource professionals every day. I understand their pain points and work relentlessly to assist them with technology, advice, and other HR services. One of the greatest problems that companies face today is hiring the right people. Sprockets first approached me via a mutual connection. As they first presented the technology, I was curious to see if it would work. How could they build a personality profile based on 100 words?! So, I had them run a full analysis on my 29 operations employees as a test. … and Sprockets passed with flying colors.

I remember saying out loud while reading the report, “this is very much the culture around here”. Sprockets was able to measure our core values, needs, and collective traits. I beamed at the results and said “spot on” five or six times during review. The technology accurately measured the performance level of 29 out of 29 (100%) of my employees… all from a nine question online survey!

I immediately integrated Sprockets into our internal hiring process. We now use it as a screening tool to find candidates with the “right stuff” to be successful at our PEO, Propel HR. I have been impressed with the Sprockets technology and look forward to using it for years to come.

Lee Yarborough

 


Get in touch to learn how Sprockets can help your business start making the best hires today. Plus, learn from four more Sprockets customers on why they love our Applicant Matching System!

Firehouse Subs Franchise Extinguishes Employee Turnover with Sprockets

Firehouse Subs Franchise Extinguishes Employee Turnover with Sprockets Sprockets

Firehouse Subs franchise extinguishing employee turnover by introducing artificial intelligence into their hiring process with Sprockets.

 

5 AUGUST 2019

Little Rock, Arkansas

Sprockets, a Charleston-based technology company, is pleased to announce our latest franchise client, Firehouse Subs. Since its founding in 1994 by former firefighters, Firehouse Subs set out to build a dining experience where their customers were fed well while remaining focused on community involvement with their Public Safety Fund. 

AJ Richichi, CEO of Sprockets, writes “We are thrilled to be working with Firehouse Subs. Every dollar we save their franchisees directly impacts their ability to provide life-saving equipment to local first responders. With turnover costing $4,969 per hourly employee, it has never been more expensive or more important to hire the right people. We are honored to be a smart part of their positive impact on their communities.”

With over 1100 locations, Firehouse Subs provides world-class food and service to their customers. Find a location near you today! 

 

About Sprockets:

Sprockets is an AI-powered platform specifically designed for franchise owners dependent on an hourly workforce. It empowers operators to hire reliable, honest, and hardworking people in an industry plagued with triple-digit turnover and skyrocketing hiring challenges and costs.

 

About Firehouse Subs:

Celebrating 25 years of business in 2019, Firehouse Subs® is a fast-casual restaurant chain with a passion for Hearty and Flavorful Food, Heartfelt Service, and Public Safety. Founded in 1994 by brothers and former firefighters Chris Sorensen and Robin Sorensen, Firehouse Subs is a brand built on decades of fire and police service, hot subs, steamed and piled high with the highest quality meats and cheeses and its commitment to saving lives through the establishment of the non-profit Firehouse Subs Public Safety Foundation®. The founders are the real deal, the food is their creation and the restaurant is built upon a family of franchise operators who share their same passion for generously serving food and community. This year, Firehouse of America, LLC (franchisor for the brand) will donate a portion of all purchases at U.S. Firehouse Subs restaurants to Firehouse Subs Public Safety Foundation, resulting in a minimum donation of one million dollars. Firehouse Subs is consistently recognized as one of the leading brands in the U.S. among consumers. Newsweek recently named Firehouse Subs No. 1 in the fast-casual restaurant industry on its 2019 list of America’s Best Customer Service Brands. In 2018, Firehouse Subs was named the No. 1 brand in the restaurant industry that “Supports Local Community Activities” and ranks No. 1 among Fast Casual brands in “Food Quality” and “Taste and Flavor” in Technomic’s Consumer Brand Metrics rankings. Firehouse Subs was also named No. 2 in “America’s Favorite Fast Casual Chain” rankings by Technomic Ignite.

Enjoy more subs. Save more lives. To learn more, visit https://www.firehousesubs.com.

 

Restaurant Customer Testimonial: Hall Management Group

Restaurant Customer Testimonial: Hall Management Group Sprockets

I am the Director of Human Resources and Recruitment at the Hall Management Group and use Sprockets as a hiring tool for restaurants. I have been in Operations and HR in the hospitality business for 15 years at companies like the Neighborhood Dining Group and Rays Restaurants.

Service is the most important thing in the restaurant business. At the Hall Management Group, we strive to share distinctive culinary experiences that celebrate Southern culture. Our goal is to always provide a dining experience that entice our guests to stay, enjoy, and come back, time and again. A huge part of that is hiring the right staff. We are known for our service, so we are very selective of who we welcome to the Hall family.

We are currently using Sprockets to hire Managers. The reports have been impressive and useful. It has saved me from extra interviews and bad hires. One example I always use is the time I had a great phone interview with a Manager candidate. Sprockets scored this person as a “red”, meaning they were a poor fit. But I went ahead and invited them to our offices in Charleston for an in-person interview anyway because they had all the qualifications. It took about 5 minutes for me to figure out that the person was a bad fit for the job. With Sprockets, I now only interview and hire people that have the core values, strengths, and needs of our top performers.

I would highly recommend their services to others in the industry.

 Jim Wahlstrom


Get in touch to learn how Sprockets is the go-to hiring tool for restaurants.  Get started with a free account and start making the best hires today. Plus, learn more from four more Sprockets customers on why they love our Applicant Matching System!

Executive Recruiting Customer Testimonial: DHG Search

Executive Recruiting Customer Testimonial: DHG Search Sprockets

As the President of DHG Search, we help clients recruit top talent in the Executive, Accounting/Finance, and IT space across a range of industries that include manufacturing, dealership, construction, real estate, and healthcare markets. We work with a broad range of clients spanning from small to fortune 500 companies. We have a large client base in the Southeast but have served clients in over 20 states. My 20+ years in business and 15+ in the executive recruiting space has provided with a career filled with learning.

I first met the Sprockets team after being introduced by our trusted partners at ADP. I instantly saw the technology as a way to differentiate ourselves from our competitors. I imagined using Sprockets for our clients we could run external Sprockets analyses to make better placements. The idea of matching talent that we source to our clients cultures is very appealing!

Before using the software with our clients, we engaged with an internal test. After sending out the survey to the team, Sprockets accurately predicted the performance level of 14 out of 15 employeeswithout any resumes, performance reports, or meetings. I couldnt believe it! Once I dove into the results, I was amazed by the accuracy of the report, especially the individual personality assessments. The assessment helped us validate an area for an individual that would help us guide a new hire to a higher level of review and performance because of the intel gathered through the score. We also used the assessment to validate a candidate that we ended up hiring as the score helped give us additional data points needed.

I immediately had clients in mind that will benefit from the Sprockets technology paired with our Executive Recruiting tactics. The team at DHG Search looks forward to staying in touch with Sprockets and building a long term relationship!

Brad Ledford


Get in touch to learn how Sprockets can help your business start making the best hires today. Plus, learn from four more Sprockets customers on why they love our Applicant Matching System!