Recruiting

Excited job applicants receives an offer

Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!)

Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!) 1016 528 Sprockets

With nearly 6.5 million job openings available to workers in the past year alone, it’s important to understand how to communicate with applicants — even if they aren’t a good fit for your business. Continue reading to refresh your memory on best practices for job offers and rejections for non-exempt employees in the hourly workforce. We know your time is valuable, so we even included free templates you can customize to fit your business’s needs. 

Why These Points of Communication Are Critical

Each job seeker who takes the time to fill out an application for a position at your business deserves a response. The last thing you want is to burn bridges or create distrust with candidates. Whether they are a good or bad fit, here are reasons communication is key when offering and rejecting opportunities.  

Job Offer

The time to hire can take a couple days to a few months, depending on your industry. However, if you want a candidate to work for you, we recommend reaching out as soon as possible before they find a different opportunity. Top performers — especially those in the hospitality industry — usually receive multiple job offers, so the faster you respond, the better. This clear communication will set the tone and give your future employee a good impression of your company. 

Job Rejection 

Candidates who weren’t the right fit the first time around might be a great fit later. Re-engaging past candidates is a great way to increase your applicant pool and show people you’re willing to give second chances. Additionally, communicating your decision gives your applicants closure and leaves a good impression of your brand. 

(Hint: Sprockets’ hiring solution offers re-engagement campaigns to help you reach past applicants!)

Best Practices for Making the Offer

Congratulations, you found the perfect addition to your team! The next step is crafting a job offer. Don’t forget to check your state-specific requirements as they vary. Be sure to include the following items in your job offer:

  • Name of Your Company
  • Name of the Employee
  • Position/Title
  • Name/Position of Supervisor
  • Schedule
  • Start Date
  • Compensation
  • Non-Exempt Classification and Implications 
  • Duties
  • Policies
  • At-Will Employment
  • Contingencies

Job Offer Template

Dear [First and Last Name],

We are pleased to offer you a [Full Time or Part Time] position at [Name of Your Company] as a [Title]. You will report directly to [Name of Supervisor], our [Supervisor Title]. Should you accept this opportunity, your employment will be subject to the following terms:

Start Date Month, Day, Year
Salary You will receive an hourly rate of $X and 
Non-Exempt Classification Under the non-exempt employee classification you must record your hours worked, including meal and rest periods, and overtime hours. 
Benefits *Will vary depending on your company*
Vacation/Sick/Personal Time *Will vary depending on your company*
Representation You represent that you are free to accept employment with [Name of Company] without any contractual restrictions, express or implied, of any kind.
Policies and Procedures You agree to fully comply with all of [Name of Company]’s employee policies and procedures.
Confidentiality and Non-Compete You agree to adhere to [Name of Company] confidentiality, non-solicitation, and non-complete policies.
At-Will Employment  You understand that in compliance with [State] law, you are an At-Will employee and that this document is not a contract of employment.

If you accept this offer, please sign and date in the space below. Please return a copy within [X] days. We look forward to having you on our team.

Hope to hear from you soon,

[Your name and signature]

Best Practices for Rejecting

Just like it’s frustrating to be ghosted by your applicants, the last thing job seekers want is to wonder why they were rejected from a position at your company. Ghosting is unprofessional and disrespectful. Applicants took the time to fill out your application, adjust their resume, and maybe even crafted a cover letter. Follow up with a rejection email. The message should be concise and straightforward. You’ll want to thank applicants for applying, explain why they were not selected, and invite them to apply again.

Here are some templates you can use and customize to fit your business’s needs: 

Template 1: Emphasize Other Opportunities 

Dear [First and Last Name],

Thank you for applying to [Name of Company]

We are unable to offer you a job at this time. Luckily, we anticipate hiring [Number] people between now and [End Date], and you are still under consideration.

Kind regards,

[Your Signature]

Template 2: Opportunities at Multiple Locations 

Note: This is a perfect option if you own multiple locations.

Dear [First and Last Name],

Thank you for applying to [Name of Company]

We are unable to offer you a job at this time. However, [Employer X], and [Employer Y], are interested in your profile. Simply respond “yes” to this email to give us permission to share your file with them.

Best wishes,

[Your Signature]

Template 3: Provide the Candidate with Feedback

Dear [First and Last Name],

Thank you for applying to [Name of Company]. We are unable to offer you a job at this time. [Personalized sentence about why they were not selected]. However, we encourage you to improve your [specific skill(s)] and reapply. 

Sincerely,

[Your Signature]

Sample Feedback for Rejected Candidates

While there are various reasons applicants are ultimately rejected from a job, common reasons include: lack of industry experience, failure to demonstrate knowledge about the company and required skills, misalignment of values, and not a good team fit. 

  • Lack of Industry Experience: While it is easier to train for skill and hire for coachability, sometimes businesses need people with specific qualifications. If this is the case, we suggest stating that in your rejection email. For example, you might say, “We encourage you to apply again when you have more experience with [Name of Skill].”
  • Failure to Demonstrate Knowledge: This justification usually happens during the interview process. It’s possible an applicant couldn’t give specific examples when asked questions like “Explain a time when you failed and how you overcame that challenge.” Maybe the applicant was underprepared and clearly did not research your business or practice communicating their strengths. Addressing this in a job rejection email might look like, “We encourage you to apply again when you have a better understanding of our company’s mission. Here are some helpful resources.”   
  • Does Not Fit In With Company Culture: The key to building a high-performance team is to make sure everyone aligns with the company’s values, mission, and beliefs. Sometimes, applicants simply are not a great fit. If this is the case, we recommend the following language in your rejection message: “While you possess many skills we are looking for, we felt the cultural fit was not quite there.”

Predict Applicant Success With This Hiring Solution

Know which candidates will succeed and stay long-term like your current top performers with Sprockets. There’s no need for resumes — our simple one through ten scoring system will tell you everything you need to know about a candidate with pinpoint precision. Plus, Sprockets’ users spend 37% less time on the hiring process, empowering them to focus on daily operations. Hiring has never been easier! 

A person on their cell phone with text reading, "7 Tips for Providing a Mobile-Friendly Experience to Job Applicants"

7 Tips for Providing a Mobile-Friendly Experience to Job Applicants

7 Tips for Providing a Mobile-Friendly Experience to Job Applicants 1016 528 Sprockets

We use phones for so many things now that it’s hard to imagine life without them. If you can reach into your pocket and tap a few buttons to order food, pay bills, and even apply for a house, then shouldn’t the job application process be that simple as well? We believe it should be, which is why we created this guide on providing a mobile-friendly experience to job applicants. They’ll enjoy a streamlined process, and you’ll likely see better applicant flow since fewer people will drop off during the hiring process. Check out the tips below and learn how to solve more of your staffing challenges in our free guide, “Why Your Hiring Process Is Broken and How to Fix It.”

What Is Mobile Recruitment?

Simply put, the definition of mobile recruitment is to enable the hiring process through the use of mobile devices. This includes everything from attracting passive candidates to converting them into employees by means of mobile-friendly apps, job boards, and even texts.

Why You Need a Mobile Recruitment Strategy

Nobody wants to go through a long, tedious hiring process, especially people who are looking for entry-level positions in industries like food service and hospitality. It’s crucial to create a convenient candidate experience that includes mobile recruitment strategies if you want to achieve a steady applicant pool for your business.

Mobile Recruitment Statistics

Here are some quick numbers on the importance of mobile recruitment, just in case you aren’t convinced:

Mobile Recruitment Trends

You also don’t want to fall behind the mobile recruitment trends in your industry. This could result in job seekers choosing a competitor over you simply because the recruitment and application process was better.

One trend that should already be on your radar is that Gen Z is quickly becoming one of the biggest populations in today’s hourly workforce. Gen Zers grew up in a world of technology, and it’s safe to say that many of them expect a mobile-friendly application process. Tapping into this talent source could be the solution to some of your staffing frustrations. Chipotle realized this and started testing new ways to recruit Gen-Z employees, including a campaign with TikTok Resumes.

Learn more about how to attract and engage Gen Z workers:

Benefits of a Mobile-Friendly Hiring Experience

Some of you might be wondering, “Is building a mobile-friendly hiring process really worth the effort?” Absolutely — and you don’t always need to invest a large amount of time to create it. The list of benefits goes on and on, including:

  • Promote Diversity at Your Company: Michael Marlatt, the head of Cognizant Technology Solutions’ Talent Innovation Lab and founder of MREC, states, “Hispanics, African-Americans, and women are the heaviest users of mobile technology. So, when you think about diversity recruiting, mobile is key.”
  • Engage a Wider Pool of Candidates: Sure, you can put a “Now Hiring” sign in your window and cross your fingers, but why limit yourself with such outdated recruitment practices? Maximize your reach with mobile ads on job sites and apps.
  • Provide a Better Candidate Experience: You’ll improve the experience for applicants, and potentially increase the number of them you receive since a more mobile-friendly process could reduce the drop-off rate.

Mobile Recruitment Strategies to Implement in the Hourly Workforce

1. Optimize Your Careers Page

First of all, you need to optimize your careers page. We know that there may be limitations to what you’re able to do because of franchise restrictions or lack of experience editing websites, but do what you can. Ensure the job page design adapts to mobile from desktop properly and everything looks good on mobile devices, including phones and tablets. You can also include certain keywords on your careers page and meta tags for SEO.

Tip: Be sure to write “Careers” instead of “Jobs” on the page. More and more people are looking for meaningful careers with growth opportunities, even in the hourly workforce, and you don’t want anyone to think your opportunity would just be a dead-end job.

2. Use Mobile-Friendly Job Applications

Take a look at your application and ask yourself, “Would I want to fill this out?” If the answer is no, it’s time for a revamp. Simplify the questions you ask, and even consider asking fewer of them. Of course, make the application easy to complete on a cell phone as well. If you feel like you don’t have the time to complete the application or run into frustrating issues during the process, applicants will have the same bad experience and move on to the next job opportunity.

Tip: Remember to advertise this on job boards. Employers who advertise that their application process is mobile-friendly increase submissions by 11.6%, according to Glassdoor. 

3. Don’t Require Resumes or Cover Letters

Technology trumps tradition in the hiring process. In other words, you need to rethink the relevance of resumes, cover letters, and even reference checks. How much can these sources really tell you about candidates? One in three Americans admit to lying on their resume, and you wouldn’t gain many useful insights from the other two-thirds of the population. Resumes only give a surface-level view of an applicant, often without any mention of soft skills that might be more important for the position. 

Also, a cover letter might include some messaging about why they think they’d be a good fit, but that’s their opinion, and how many people stretch the truth on that as well? You’re much better off using an unbiased hiring solution, like the Sprockets platform that reveals which applicants share key personality traits for success with your current top performers. 

If you do decide to require resumes and cover letters, give applicants the ability to upload them via Dropbox and Google Drive. Also, ensure your ATS parses resumes quickly and accurately; it’s frustrating to have to input all the same information twice.

4. Attract Candidates via Social Media

What better way to conduct mobile recruitment than on the biggest platforms built for online communication? If you don’t currently have a presence on sites like Facebook and LinkedIn, it’s time to build a foundation so you can attract potential applicants. Create profiles with bios that promote your company culture and values, then begin posting regularly with engaging content. You could share team pictures, quick clips of what it’s like to work there, and quotes from current employees in addition to announcements about new job opportunities. 

Tip: Focus on the social media platforms that your ideal candidates use, keep their interests in mind when choosing content, and include relevant hashtags to expand your reach.

5. Use Mobile-Friendly Pre-Screening Software

Screening is an important part of the hiring process for employers to conduct some “quality assurance” and make sure a potential hire would really be the best fit for their business. However, don’t let that come at the expense of the candidate’s experience. Choose mobile recruiting tools and mobile screening technology that will be simple and painless for applicants to go through. For instance, Sprockets determines if someone is the ideal fit based on a brief, three-question survey that can be completed on their phone.

6. Allow Job Seekers to Apply via Text Message

We’ve seen a lot of businesses, especially in the fast food service industry, start posting flyers and signs that promote text-message applications. Certain Chick-fil-A locations have even added some branded flair to it by saying “Now Hiring: Text “My Pleasure” to [Number] for Info.” Consider doing something similar! You can also follow the example of Domino’s biggest franchisee who implemented text-message software with a chatbot that further streamlines the process.

7. Conduct Virtual Interviews

What’s more mobile-friendly than allowing people to interview for a job on their phone? The technology is here (abundantly), so you should take advantage of it. Not only is it convenient for all candidates in the hiring process, but it also widens your applicant pool to include people with hectic schedules who typically wouldn’t have been able to drive to your location for an in-person interview. 

Additional Resources for Hiring Hourly Employees

Check out these FREE guides to learn more about building the best hourly workforce for your business!

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Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

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4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

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Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

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The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

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Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

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How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

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How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

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The Sprockets team

Sprockets Accelerates Company Growth: Continues Path Toward an Equitable Hiring Process for All

Sprockets Accelerates Company Growth: Continues Path Toward an Equitable Hiring Process for All 1016 528 Sprockets

Here at Sprockets, we always tell people — customers and prospects alike — that our hiring solution reveals which applicants will succeed like their current top performers, ultimately empowering them to build the best teams. But did you know that we’re so confident in the accuracy of the Sprockets platform that we use it to hire and retain our own employees?

We’re continuing to scale our company so we can help even more businesses stabilize staffing levels and remove bias from the hiring process. Continue reading to learn how five new hires will bring their talent to the Sprockets team as we continue our mission of creating an equitable hiring process for all.

Jessica Tighe, VP of Customer Success

“At the end of the day, making the customer experience great is the number one goal.”

1. Tell us a little about your past experience. How did you get here? 

I’ve been managing Customer Success teams for 20 years, ensuring customer satisfaction from consumers to enterprise accounts. I’ve worked in startups to Fortune 100 companies and at the end of the day, making the customer experience great is the number one goal. 

2. What drew you to Sprockets? 

The culture and people really drew me to join Sprockets. You truly have to enjoy the people you work with and this team is great! Everyone has the same goal, is collaborative, and ready to jump in no matter the task. 

3. How will your role help our company grow? 

I’ve been part of several companies that have scaled up and my experience in this area will help grow our company. Hiring great people, creating structure around processes and procedures, and streamlining our day-to-day will help us continue to grow into a larger company while ensuring our customer satisfaction is at the forefront.

4. What has been your favorite part of the role so far? 

I’m enjoying getting to know the team, jumping right into customer calls, and hearing firsthand what improvements we can make. I’m quickly learning the current world but also bringing new ideas to the table on how we can improve. 

5. What would you say to potential job seekers considering applying to Sprockets?

What are you waiting for?! The team is great and we have a wonderful product.

Stacey Boswell, VP of Finance

“I will provide clarity and integrity to numbers.”

1. Tell us a little about your past experience. How did you get here? 

It all started with a ten-key adding machine when I was a kid. I would sit and just add random numbers. My passion for finance came out of my love for numbers. I have been in finance management for about 12 years working mostly in the startup environment. One of my joys now comes from looking at processes and trying to find automations or more efficient ways to proceed in the future.

2. What drew you to Sprockets? 

Definitely the culture and ability to help build something great!

3. How will your role help our company grow? 

I will provide clarity and integrity to numbers. That data can then be used to make impactful business decisions from a place of knowledge. I’ll help implement processes and technology to eliminate pain points.

4. What has been your favorite part of the role so far? 

My favorite part of my role so far has been digging into the data and looking with unbiased eyes.

5. What would you say to potential job seekers considering applying to Sprockets? 

I quickly saw how involved everyone at the company is! Slack — our workplace communication platform — is always ringing with excitement. It’s easy to immediately feel part of the team.

6. Do you have anything else you’d like to share? 

If we are on a video chat and you see something in the background, that is not a horse in my house! It is one of my two Great Danes: Arya and Bjorn.

Joe Gattuso, VP of Enterprise Sales

“It’s a pivotal time to be a part of Sprockets as we enter our growth stage.” 

1. Tell us a little about your past experience. How did you get here? 

My sales career started when I was eight years old selling popcorn door to door for my local Cub Scout pack. I may still hold the record for most popcorn tubs sold, but it’s been a while since I checked. In my professional career, I’ve been lucky enough to have helped SaaS companies from early stage Series A to publicly traded organizations grow.

2. What drew you to Sprockets? 

The people and the opportunity. I’ve had the pleasure of working with a few members of our leadership team at a previous company, Upserve. They are both people who I trust and more importantly, know how to execute. That, along with an impactful product and an addressable market, made it an absolute no-brainer for me.

3. How will your role help our company grow? 

In my role, I’ll educate enterprise customers on the impact Sprockets can have to solve real-world business problems. 

4. What has been your favorite part of the role so far? 

Our executive team chops the wood and carries the water. It’s one thing to have values written on your company wall, but another to actually do them. It’s incredibly motivating to see this in action.

5. What would you say to potential job seekers considering applying to Sprockets? 

Don’t hesitate. It’s a pivotal time to be a part of Sprockets as we enter our growth stage. 

Deanne Watt, Senior Product Manager

“We are truly changing the way hiring will be done.”

1. Tell us a little about your past experience. How did you get here? 

I started my early career as an art director and moved into tech management and interactive development. My career shifted to product about ten years ago where I was really able to use all the skill sets I had gained. I have mainly focused on early startups to growth stage companies. 

2. What drew you to Sprockets? 

The culture exhibited in the interview process as well as the product drew me to Sprockets. I was not disappointed. Since I started working here, I have been blown away by my team members and the product. I have found my family.

3. How will your role help our company grow? 

The product managers will help the entire product team focus and work with our users directly to help create a vision that is both useful and delightful.

4. What has been your favorite part of the role so far? 

Learning how different we are from our competitors. We are truly changing the way hiring will be done.

5. What would you say to potential job seekers considering applying to Sprockets? 

If you pass our culture survey, you will not be disappointed. The team is amazing. I am very fortunate to have found Sprockets.

Jenny Mott, Organic Growth Manager

“The passion here is really contagious and the people are truly lovely.”

1. Tell us a little about your past experience. How did you get here? 

I started my career in marketing completely by chance and was lucky enough to fall in love with it pretty immediately. Since then, I’ve been on a mission to grow my skill set and impact, focusing on SEO, content marketing, and integrated campaigns. I’ve worked agency-side and in-house, primarily with service businesses and manufacturers. My personal mantra has long been, “I’ll bloom where I’m planted.” I made the jump to Sprockets and the SaaS industry because it’s great new fertile soil that I know will help me accelerate my growth journey. 

2. What drew you to Sprockets? 

The vision, energy, and opportunity to grow alongside other highly motivated teammates drew me to Sprockets.

3. How will your role help our company grow?

I will help define and execute our marketing strategy to help us reach those companies who could most benefit from our product. I’m excited to spread the word about Sprockets and help ease some operational stresses for businesses while making the hiring process a more equitable one!

4. What has been your favorite part of the role so far?

First, meeting my wonderful teammates and learning about the work they’ve done and the work they’re excited to do — the passion here is really contagious and the people are truly lovely. Second, realizing how much opportunity there is to truly make an impact on the trajectory of the company and to further our mission. Coming in at such an early and pivotal stage is a really special and exciting opportunity!

5. What would you say to potential job seekers considering applying to Sprockets?

If you’re passionate about growth, comfortable with ambiguity, and like the idea of fixing a broken hiring process, Sprockets might be a fit!

Join Our Mission

We believe everyone, regardless of gender, age, ethnicity, sexuality, and background, deserves a fair, unbiased shot when they apply for a job. Our solution uses artificial intelligence, natural language processing, and over 80 years of psychological research to identify which applicants will succeed and stay long-term like a business’s current top performers. If you share these same values, we want to hear from you!

Top performing restaurant employee
The Sprockets Team with Customer Success Lead

Sprockets Expands Leadership Team to Rapidly Transform a Broken Hiring Process

Sprockets Expands Leadership Team to Rapidly Transform a Broken Hiring Process 1016 528 Sprockets

The current hiring process is broken; our mission at Sprockets is to transform it into an equitable one for all. After our series A funding, we immediately began expanding our teams to make that vision a reality for even more businesses in the hourly workforce. We followed our own advice and used both internal and external recruitment methods: one individual was promoted internally, while another new hire was made through an employee referral. Both external hires received a high Sprockets fit score which made the decision a no-brainer. 

The Sprockets platform is the easy, effortless way to hire and retain high-quality individuals. Our hiring solution analyzes applicants’ answers to three simple survey questions to determine whether or not they will succeed and stay long-term like your current top performers. It’s proven to dramatically reduce costly employee turnover and eliminates the need for resumes and even interviews. 

Meet Our New Sprockstar Leadership Team

So, without further adieu, here are the new members of our leadership team: Christian Palombo, Eric Lou, Katie Tumbleston, and Bailey Griffin. 

Christian Palombo, Chief Revenue Officer (CRO)

 

“With the right process, technology, enablement, and team, there will be no limit to our success at Sprockets.” 

Christian headshot

1. Tell us a little about your past experience. How did you get here? 

I have been fortunate to work with amazing people at hyper-growth startups in similar industries as Sprockets. My previous experiences at companies like Upserve and EverQuote allowed me to establish successful approaches to scaling SaaS B2B startups. When I spoke with Sprockets’ Chief Marketing Officer, Chad Troutman — who happens to be my former colleague at Upserve — I knew this was an opportunity that I could not pass up.

2. What drew you to Sprockets? 

I am passionate about solving challenges about the future of work. I believe that emerging technologies, advanced analytics, and workflow automation will change the experiences for both employees and customers. Sprockets applies these advanced applications today to directly address the labor crisis and support the largest class of employees in the United States: hourly workers. 

3. How will your role help our company grow? 

With the right process, technology, enablement, and team, there will be no limit to our success at Sprockets. I believe it is my responsibility to ensure Sprockets has the right blend of people, processes, and technology to solve problems for our customers and scale our business. 

4. What has been your favorite part of the role so far? 

My favorite part has been solving problems for our customers. Our customer base has been deeply impacted by the labor crisis and current market conditions. Working with customers to address uncontrollable employee turnover, shuttered business operations, and financial burdens has been extremely rewarding to me personally.

5. What would you say to potential job seekers considering applying to Sprockets? 

DO IT! There are very few professional opportunities in life where you can make a significant impact, grow personally and professionally, and help advance an industry. 

Eric headshot

Eric Liou, Chief Product Officer (CPO)

 

“The company has a great culture, filled with collaborative and passionate people who are all marching towards the same goal.”

1. Tell us a little about your past experience. How did you get here?  

I’ve spent over 20 years working in digital product strategy, design, and development at large companies as well as startups. I’ve helped three startups before, one of which was my own that I co-founded back in 2005. I’ve launched over 15 products in my career and have led product, design, and engineering teams.

2. What drew you to Sprockets?

The company mission and the potential of the product drew me to Sprockets. I find our mission a noble one — we are helping people maximize applicants’ potential by finding jobs that align with their skill sets and core values. At the same time, we’re helping companies hire better candidates and retain them for a longer period of time. We’re solving all of these key problems in an innovative way with a platform that leverages psychology and cutting-edge technology.

3. How will your role help our company grow? 

As Chief Product Officer, I’m primarily focused on setting a clear, compelling product vision and an effective strategy that will help us achieve that vision in the most effective way possible. Additionally, I’m here to create a great product culture that is driven by trust, autonomy, and delivers consistent product innovation for our customers and our business. Lastly, I’m tasked with building and scaling the organization across product management, design, and engineering.

4. What has been your favorite part of the role so far? 

My favorite part is discovering all the product opportunities at hand. There are so many avenues to take the platform on and so many problems to solve in the HR space, that I’m excited to strategize on how to best tackle them.

5. What would you say to potential job seekers considering applying to Sprockets?

The company has a great culture, filled with collaborative and passionate people who are all marching towards the same goal. Sprockets empowers you to bring your best self to work and trusts in you to make the right decisions. This type of environment breeds so much creativity and innovation that personally, it’s my ideal place to work. We are hiring across all functions within product management, design, and engineering. Feel free to reach out if you’d like to chat!

Bailey Griffin, Customer Success Team Lead

 

“We also use the power of Sprockets to help us hire.”

Baily headshot

1. Tell us a little about your past experience. How did you get here?

I was born and raised here in Charleston, so after studying in Clemson, I couldn’t help but come back and replant my roots here.

2. What drew you to Sprockets?

You hear it all the time, but I was truly looking for a company that had a culture that fit who I was and gave me the potential to get where I wanted to be. Lo and behold, I found the perfect place for that! I clicked with everyone in the company, which made the transition into my position smooth.

3. How will your role help our company grow?

I have had the opportunity to move throughout different departments here at Sprockets, so I have seen all sides of the business. Now that my feet are set in Customer Success, I truly can see where our customers’ pains lie and what they are looking for. Having the background knowledge of our customer’s pain points is invaluable, and I strive to utilize that knowledge to improve the CS team, the platform, and ultimately revamp our customers’ way of hiring.

4. What has been your favorite part of the role so far?

During my time here at Sprockets, the company and the product have changed immensely, but the core of Sprockets is still the same. I joined the team when there were only a handful of people in the room, naturally bonding us together to have strong relationships. Now, with over 50 people in the (virtual) room, you still get that tight-knit feeling.

5. What would you say to potential job seekers considering applying to Sprockets?

Take it from us, we know whether or not you are a good fit! Seriously, we also use the power of Sprockets to help us hire. So not only do we know if you would be a good fit, we also know which department will be the best fit for you. Come join us! 

Katie headshot

Katie Tumbleston, Talent Acquisition Manager 

 

“Much of my studies, passion, and career history is directly aligned to creating a just and equitable world.”

1. Tell us a little about your past experience. How did you get here?  

I have a varied background with titles ranging from Development Associate to Founder and CEO; however, I fell into recruiting and talent acquisition a little over five years ago. I refined and honed my skills in recruiting and hiring after launching an on-demand babysitting software business. Later, I expanded into medical recruiting in Australia and tech recruiting back in the States.

2. What drew you to Sprockets?

The potential for Sprockets to change the landscape of hiring was the initial draw. Much of my studies, passion, and career history is directly aligned to creating a just and equitable world for all walks of life. A close second was the opportunity to build a talent acquisition department from the ground up. This is an opportunity to have a large impact on a company, its culture, and ultimate success — I couldn’t pass that up!

3. How will your role help our company grow? 

We are doubling our headcount this year alone. Each and every role for which we are hiring is crucial to the immediate and long-term success of the company. 

4. What has been your favorite part of the role so far? 

Working with the hiring managers and learning more and more about their individual personalities has been my favorite part of my role. I’ve also thoroughly enjoyed the opportunity to share our story and vision with prospective candidates and see their faces light up. It shows me that we have something really special to offer customers, job seekers, and our staff. 

5. What would you say to potential job seekers considering applying to Sprockets?

I would suggest taking some time to research our product, target market, and current employees via LinkedIn. Consider whether or not working within a startup environment is right for you. 

6. Do you have anything else you’d like to share? 

I’m thrilled to be on this journey with the Sprockets team and would be happy to talk to anyone interested in joining us!

Become Our Next Sprockstar

We’re hiring! Join us on our mission to create an equitable hiring process for all. Our organization is completely remote, but our team is stronger than ever. Why? We’re so confident in our solution that we even use it to hire our own employees. Plus, we organize quarterly company events at our home base in Charleston, South Carolina.

Sprockets Job Opportunities
Job seeker creates video resume for potential employer

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required 1016 528 Sprockets

With a near record-breaking number of current job openings sitting at 11.5 million, employers across the country are still struggling to recruit the right applicants. Posting to job boards can be time-consuming and ineffective at targeting the type of hire you need. It’s time to get creative with your recruiting ideas. Learn how to leverage social media for recruitment, utilize your current resources, and more to build strong, successful teams. 

6 Creative Ways to Recruit Employees 

1. Social Media Recruiting

If you’re wondering how to leverage social media for recruitmentdon’t worry — it’s easier than you think! First, it’s important to recognize that Gen Z is expected to be the largest generation by 2023, consisting of 74 million people. If you want to attract these individuals to your business, you need to cater to their interests. So, where does this tech-savvy generation go to get their information? Social media. 

You’re probably already posting job openings on LinkedIn, but have you thought about Facebook, Twitter, Instagram, or even TikTok? With over one billion users just in the United States, 60% of TikTokers are Gen Zers. In fact, top brands like Chipotle and Target have even started TikTok hiring, a recruitment method where applicants can create a video instead of submitting a resume. This gives job seekers a chance to highlight why they’d be a good fit while showcasing their personalities. Social media recruitment is free and easy, so why not give it a try?

Suggested Reading: 

The Essential Guide to Attracting Hourly Workers

2. Conduct Walk-In Interviews

Your next hire could be the customer that just ordered a cheeseburger and fries — you never know! This creative recruiting idea can involve as much or as little effort as you’d like. And, walk-in interviews are great ways to gauge your applicants’ verbal communication skills which you are unable to see on a resume or cover letter. All you need to do is set up an informational table with current job openings and have an employee (or yourself) greet people as they walk through the door. Be prepared to conduct a few interviews to find your next top performer. 

3. Promote Current Employees

Not only is promoting internal hires a creative way to retain employees, but it shows your team you value (and reward) their hard work. Remember, employees don’t just want jobs — they want careers. Promoting your internal hires can lead to an increase in employee morale and even retention. There’s less risk, too, since you already know what their work ethic is like. Internal hires also have a shorter ramp-up time than external ones since they are familiar with your company. A study by Wharton even found that external hires underperform compared to internal ones in the first two years! 

4. Implement Employee Referral Programs

If you’re looking for a creative way to recruit employees while cutting hiring costs, we’d highly suggest implementing an employee referral program. It takes less time and costs less than the traditional hiring process! Current employees can refer someone who they think would be a perfect fit — bonus points if you reward employees who refer someone who stays longer than 90 days. 

A recent study found that employees hired with a referral program stayed longer than external hires. In fact, 56% of employee referrals stayed at their current role for five or more years. This can partially be attributed to the fact that referred employees already know at least one person in the company.

5. Establish Re-Engagement Campaigns

Life happens, and sometimes all people need is a nudge in the right direction. Consider reconnecting with past applicants to fill your open positions. Although some individuals may have already found another opportunity, there are plenty of job seekers still searching. If you hire with Sprockets, the platform will even send applicants your current job openings so that they can fill out the application right on their phones. (It’s that easy!)

6. Predict Applicant Success With Sprockets

This innovative hiring solution is both the answer to your recruitment challenges and a creative way to retain employees. Our simple red-yellow-green scoring system instantly reveals which potential hires will succeed and stay long-term like your current top-performing employees. Trusted by top brands like Taco Bell and Chick-fil-A, Sprockets is proven to help businesses hire 37% faster — that’s three hours you’d get back in your workday! — so owners and operators can focus on daily operations.

Two restaurant employees and text reading "Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process"

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process 1016 528 Sprockets

If you’re struggling to find high-quality applicants, you need to stop relying on external recruitment efforts and tap into an often-overlooked resource: your current employees. They often know someone who would be an excellent fit for a role you have to fill, and all you need to do is ask! Employee referral programs reduce recruitment costs, save time, and often help bring in better candidates than traditional methods. Plus, they help improve company culture and teamwork since employees recommend people they already get along with.

Find out how to begin your employee referral program with the suggestions below. Just don’t forget to check out The Essential Guide to Attracting Hourly Workers. This free guide outlines even more proven strategies to amplify your sourcing efforts with ease.

How to Create an Employee Referral Program That Works

Be Transparent About Hiring Needs

First and foremost, you have to be comfortable sharing your hiring needs with the current staff members. There’s usually no need to pick and choose who you tell — it’s typically best to establish communication with everyone at the company. That way, you maximize your reach and potential to get great applicants. You never know who has someone in their network that would be a fantastic fit for your company. A restaurant manager might have a friend looking for work as a chef and vice-versa. 

While being transparent about the position you need to fill, make sure you also clearly communicate its specific requirements. You don’t want your employees suggesting a bunch of candidates who don’t have enough experience or lack the skills necessary to perform the job, especially in technical roles. You’ll end up wasting everyone’s time — including yours. Consider drafting the job description ahead of time and sharing it internally before posting online to better inform your employees in their search.

Offer an Incentive With Clear Requirements

While many employees would simply be happy to work with one of their friends or someone they get along with well, others need an extra incentive to help with your recruitment efforts. 92% of employers with a referral program offer a monetary incentive, and the majority of them consist of a $500 bonus. Just keep the timing of the bonus in mind — not just the amount. Only 27% of those employers give the employee the bonus immediately upon hiring the applicant they referred. We recommend awarding the bonus after the new hire has been there and proven their reliability for at least 90 days.

Tip: Make the requirements as straightforward as possible for employees to earn the referral incentive. The last thing you want is one of your best employees (and the friend they referred) to complain and get disgruntled over a misunderstanding of the program.

Make the Referral Process as Simple as Possible

Also, make sure you don’t hinder referral efforts by making it a long, complex process. Nobody likes having to fill out piles of paperwork or read through extensive stipulations, especially in addition to their regular work. Try sending an email to employees with a brief overview of the job and incentive with a link to a convenient Google Form they can use to submit contact information about who they think would be a good fit. You can even make it as simple as replying to the email.

Maintain Communication With Employee

Remember to stay in contact with your current employee about how the hiring process is going, especially regarding the person they recommended. It’s not a good feeling to be left in the dark after trying to help the company and a friend. It can be as detailed as you feel comfortable with, but just make sure you let them know as soon as possible if their friend is just not a good fit for the role (but that you’re highly appreciative of your suggestion). 

Employee Referral Program Email Template

Here’s an example of an email you can send out to the company when you want to begin your employee referral program:

Hi [Employee Name],

We’re looking to expand our team, and we’d love your help finding the right person for the job. You’re an important member of the staff here at [Company], making your opinion extremely valuable to us. You’ll even get a $500 bonus if the person you refer gets hired and stays for 90 days!

Here’s the role we need to fill:

  • [Job Title]
  • [Requirements]

Please take a moment to fill out this Google Form so we can get to know the person you recommend and hopefully get you on the way to earning an extra $500!

Thank you for your help,

[Your Name]

Tip: Be sure to mention the incentive bonus in the subject line to increase the open rate!

Hire the Best Applicants Every Time

Even with an employee referral program in place, the hiring process still involves plenty of human error. If you’d like to make sure you hire the best applicants every time with pinpoint precision, there’s no better solution than Sprockets. It’s proven to predict success without you having to waste time reading resumes or conducting interviews. You’re up money even if it saves you from one bad hire — what do you have to lose?

Schedule your free, 15-minute demo today to start hiring with the platform that top brands trust.

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Statue of Leonardo DaVinci

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition 1016 528 Sprockets

One…two…three…four…five…six…seven… While you were reading for those few seconds, the average recruiter decided whether or not a job applicant was fit for their role. Is it really fair to judge someone’s ability to succeed based on a single piece of paper, in that short amount of time? 540 years ago, the answer would have been “yes. Now, two decades into the 21st century, that’s a whole different story. Continue reading as we discuss the history of the resume and current outdated resume practices. You’ll even learn how to hire the best applicant every time — without a resume or even an interview — in seconds thanks to Sprockets’ hiring solution. 

 

 

History of the Resume

The exact origin of the first resume is unknown, yet historians have substantial evidence to credit Leonardo DaVinci in 1482. He sent a handwritten letter outlining his abilities and experience for an engineering job to Ludovico Sforza. Although he did not actually get the position, his handwritten letter had a lasting impression on Sforza, who later became the Duke of Milan and commissioned DaVinci’s painting, The Last Supper. Fast forward 540 years later… why are we still following in the painter’s footsteps when we have technology at our disposal? In case you’re still not convinced, here are three more reasons why resumes are impractical

Current Concerns of Outdated Resume Practices

1. They’re Time-Consuming 

Owners and operators simply don’t have enough time to review a resume. Businesses are severely understaffed, so their eight-hour days can often turn into grueling twelve-hour ones. Some owners are even working the cash register or flipping burgers in a desperate attempt to cover for employees who don’t show. They barely have enough time to focus on their regular responsibilities. The last thing they want to do is sift through piles of paperwork. 

2. Resumes Might Contain False Information

Unfortunately, some people claim to have certain skills or experience on their resume that they actually do not have. Approximately 40% of workers have lied or stretched the truth on their resume. That number is too high to base a hiring decision solely on a resume. 

3. They Leave too Much Room for Potential Bias

The average recruiter only spends six to seven seconds on a resume. These hasty decisions often lead to first impression bias, the leading cause of hiring errors. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way. 

Additionally, the resume fails to provide employers with a full picture of an applicant. It does not cover one’s soft skills, which are equally, if not more important than a job seeker’s previous experience. 

Two Simple Solutions That Can Replace Resumes

1. LinkedIn

One popular option is to use LinkedIn as an online “resume.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles mimic traditional resumes, yet provide a more personalized touch. Job seekers can feature past experiences, skills, projects, published works, and more. LinkedIn profiles are easily skimmable and employers can filter potential hires based on certain keywords such as workplace skills or job titles. While many recruiters find LinkedIn effective, people can still lie about their skills or face potential bias.    

2. Sprockets               

Sprockets’ hiring platform, on the other hand, redeuces potential bias and increases your chances of making the right hires. You’ll spend 37% less time on the solution that predicts applicant success with pinpoint precision. Our platform eliminates the need for resumes and even interviews. It’s proven to boost employee retention by an average of 43%. In fact, top brands like Chick-fil-A and Taco Bell trust our sophisticated, yet easy-to-use technology to accurately reveal which applicants will succeed and stay long-term. 

Do’s and Don’ts of the Hiring Process

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Hiring Guide Mockup
A woman holding towels and text reading "Hotel Staffing: How to Hire and Retain the Best Employees"

Hotel Staffing: How to Hire and Retain the Best Employees

Hotel Staffing: How to Hire and Retain the Best Employees 1016 528 Sprockets

Trying to keep a hotel fully staffed can be a nightmare, keeping owners and managers up at night when they could be resting as soundly as their guests. While hotel staffing is challenging — and has gotten even more difficult with the labor crisis — hoteliers just need to know how to do it the right way. 

Hiring during a hotel staff shortage is easier than you might think when you follow the strategies outlined below. You can also check out our Free Guide to Attracting Hourly Workers: Hotel Edition. It shows you how to hire hotel staff and even predict applicant success so you know who will succeed before spending time on interviews.

What You Need to Know About Hotel Staffing

1. How to Tackle Employee Turnover in the Hotel Industry

One common mistake that has become even more prevalent during the labor shortage is simply hiring anyone who applies. It’s understandable to feel like this is the only solution in a state of desperation to keep your business afloat, but you might end up hiring hotel workers who have a shorter stay than some of your guests.

It’s crucial to improve your retention rate, especially when there’s a 73.8% annual employee turnover rate in the hotel industry. The first step is to understand why employees are leaving. Are they seeking better benefits? Do you need to offer more competitive compensation? There might just be a lack of employee engagement at your hotel, leading to low morale and a sense of unfulfillment with their current career path. Whatever the reason, it’s up to you to fix the problem and boost retention, especially when it comes to keeping your top performers.

2. How to Create a Hotel Staffing Plan

There are 11.3 million job openings in the U.S., according to the Bureau of Labor Statistics. So, how do you grab the attention of job seekers? And more specifically, how do you get high-quality candidates to apply to your hotel as opposed to a competitor’s?

First, make the most of your recruitment efforts. Think about your ideal applicant and the job boards they might frequent. Some of the best hospitality job boards include HCareers, HospitalityOnline, and HotelCareer. Of course, you can always stick to the classics, like Indeed and ZipRecruiter, but you must optimize your advertisement before listing it anywhere. Many job seekers simply scan the descriptions and decide within a matter of seconds whether or not they want to apply. Include important elements such as a specific job title, salary, benefits, and company culture.

Free Hiring Guide

Would you like to simply reduce your reliance on applicant flow altogether? Well, you can. Check out our free guide on how to hire all-stars even with a shallow applicant pool.

4 Steps to reduce reliance on applicant flow mockup

3. How to Hire More Applicants Like Your Best Employees

Do you have a few top-performing staff members that consistently stand out from the rest? Well, it’s possible to hire more workers who will succeed and stay long-term just like them! Our hiring platform can actually predict applicant success by identifying shared personality traits with your current top performers. It’s trusted by top brands and proven to stabilize staffing levels, even during a labor crisis!

The Staffing Solution That Boosts Employee Retention by 43%

The simplest way to build and maintain a strong, cohesive staff at your hotel is by hiring with Sprockets. Our clients spend 37% less time on the hiring process and improve employee retention by 43%, on average. If that’s not enticing enough, we’ll even give you a free demo to show you firsthand how our hiring platform can solve all of your staffing challenges. Get on the path to hiring success (and get ahead of your competitors).

Smiling restaurant workers and text reading "How Company Culture Attracts Talent and Retains Top Performers"

How Company Culture Attracts Talent and Retains Top Performers

How Company Culture Attracts Talent and Retains Top Performers 1016 528 Sprockets

Have you ever found yourself wondering, “Why is workplace culture important?” There are numerous answers, including the fact that creating a positive workplace culture attracts talent. It can also boost productivity, collaboration, communication, morale, motivation, and even employee retention. The list goes on and on.

Although there are several benefits of having a good company culture, we’ll focus on how it helps recruit and retain high-quality employees. Read on to learn more, including how to improve company culture with our AI-powered hiring solution. It identifies which applicants will mesh well and succeed like your other top performers, empowering you to build the best teams.

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

People might have different ways to describe company culture, but it boils down to how workers behave and interact at a particular business. This includes every member of an organization, from cashiers to CEOs, and has a significant impact on employees’ attitudes. It can even affect their mental health, with toxic atmospheres leading to high levels of stress, burnout, absenteeism, and turnover.

How Workplace Culture Can Attract Applicants

You need a top-notch company culture to attract top-notch employees. Job seekers know the benefits of having a strong company culture and want to work for companies that care about the wellbeing of their employees.

As far as getting the word out about your work atmosphere, it can naturally become part of your reputation. Websites like Indeed and Glassdoor allow employees to leave reviews that influence someone’s decision on whether or not to apply. In fact, 55% of job seekers wouldn’t apply to a company with bad reviews. On the other side of the coin, having a positive culture can inspire current employees to refer friends. This is especially beneficial when a top performer brings someone on board who they already work well with.

Also, don’t overlook the importance of highlighting your company culture and core values on job postings. According to a study by Glassdoor, 79% of job seekers consider the company’s mission before applying. Just make sure to keep it brief and put this information near the top of the description because people only spend an average of 14 seconds reading a job posting before deciding to follow through with an application.

Check out our free guide on crafting effective job postings to learn more and boost your applicant flow!

How to Improve Company Culture

If you’re a new or aspiring business owner, it’s crucial that you build a solid foundation for the ideal company culture to grow. (It’s never too late to begin improving workplace culture, though.) Ask yourself these questions to get started:

  • What do I want my business to stand for?
  • How would I like employees to feel when they go to work each day?
  • What core values do I want workers to embody?
  • How can I reflect these core values and empower others to do the same?
  • Are there any teambuilding activities that would promote a positive company culture?

Additionally, provide people with a lot of support and opportunities for career growth. You should also foster employee relationships and offer mentorship opportunities. If implemented properly, new initiatives can create an enticing company culture for high-quality job seekers and make current employees actually look forward to work.

Discover Which Applicants Will Contribute to a Positive Company Culture

A single hire can drastically help or hurt your company culture, but we’ll make sure you select the best applicant every time. Sprockets’ AI-powered solution reveals which potential hires share personality traits with your top performers, ultimately predicting who will succeed and mesh well with the current team. Our software is trusted by top brands and proven to reduce costly employee turnover.

Get your free demo today to start improving company culture and employee retention!

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A smiling cashier with text reading "How to Find and Hire Great Employees Like Your Current Top Performers"

How to Find and Hire Great Employees Like Your Current Top Performers

How to Find and Hire Great Employees Like Your Current Top Performers 1016 528 Sprockets

Would you like to have an all-star team of employees who consistently overachieve and help you surpass your business goals without fail? (Who wouldn’t?) It might sound like fantasy, but it’s possible to build an unstoppable crew full of workers who will succeed and stay long-term. You just need to learn how to find and hire great employees like your current top performers, and it’s easier than you think. We’ll explain the steps for hiring rockstar employees and even show you a simple solution that does all of the work for you!

Identify Your Best Workers

The first step toward hiring great employees is pinpointing your current top performers. One of the best ways to do this is by evaluating specific performance metrics that are relevant to your industry and the position at your company. Some examples include absenteeism rate, revenue per employee, and what’s known as “management by objectives” (MBO). You can also consider customer feedback and manager evaluations, but these are much more subjective.

Learn What Makes Your Top Performers Tick

Naturally, the next step is to determine why your best employees are so successful. How else can you find out which applicants will perform as well? While you can attempt to uncover this information with a list of questions and your gut feelings, we highly recommend using personality assessments. Specifically, you should evaluate employees using an assessment that’s backed by science and proven to work. This will glean important data about an individual’s mental makeup and identify personality traits that are key to their success.

Attract Job Seekers With Similar Personality Traits

Now it’s time to find more top performers to add to your team. Start the recruiting process, but don’t overlook the little things. If you don’t craft effective job postings and select the right job boards, you’re putting yourself at a considerable disadvantage in the battle for sourcing top talent. 

Make sure your description grabs the attention of high-quality job seekers and reels them in with details that resonate with them, like benefits and company core values. Then, choose where you promote your opportunity wisely; you want to meet your target audience on the job boards they are most likely to visit. 

Free Guide: Our e-book, How to Craft Job Postings That Boost Applicant Flow, outlines everything you need to do to reach and recruit top-notch workers.

Screen Applicants to Ensure Smart Hiring Decisions

Once you start seeing the applications roll in, it’s crucial to screen each candidate properly. In addition to interviews and the personality assessments we mentioned, make sure you conduct background checks. (Sprockets users save an average of 50% on background checks compared to leading providers!) This will help you reduce liability, verify information, and further determine if an applicant will be a good fit for your team. The last thing you want to do is hire the wrong person, deal with costly employee turnover, and have to complete the hiring process all over again.

Let Sprockets Do All the Work for You

You can try finding and hiring top performers yourself, or you can let our AI-powered hiring solution do the heavy lifting. It uses brief, three-question surveys to evaluate top performers and create unique success profiles. Then, applicants fill out the same survey to show you simple, red-yellow-green scores that indicate their likelihood of success. It’s trusted and loved by top brands to build stronger, more cohesive teams and boost employee retention by 43%!

Get started with a free demo today. We’d love to help solve your hiring problems!

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