The Sprockets Team

4 day work week calendar with "free" day Friday

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance 1016 528 Sprockets

We are proud to announce our adoption of a 4-day work week model — that’s 32 hours of work each week with 100% pay. With complete confidence, we are honored to give our employees 50 days of the year back to improve their work-life balance. Here at Sprockets, one of our core values is grind. Our team has tackled a pandemic, labor crisis, and transitioned from an in-person to a fully remote company. There’s nothing our Sprockstars can’t handle! 

We’re rewarding our high achievers with a benefit that matches their work style as well as work-life balance needs. Sprockets CEO and founder AJ Richichi, said, “My hope is that employees can rest, relax, and recharge during their long weekend so they can start the work week with a positive mindset.”

“While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What are the Benefits of a 4-Day Work Week?

High achievers like our Sprockstars thrive during a 4-day work week. “We’re a company with lofty goals,” said Sprockets Chief Operating Officer Chadwick Troutman. “The transition into a 4-day work week complements our high-growth strategy.” 

Research continues to prove that a 4-day work week has a domino effect of benefits for both employees and employers, such as:

1. Improved Productivity

For example, Microsoft Japan saw a 40% increase in productivity and overall job satisfaction when they switched to a 4-day work week. Similarly, a New Zealand management company found a 20% increase in productivity when they adopted the same model. More organizations are recognizing the benefits and quickly catching onto this trend. It’s not surprising that job postings featuring a 4-day work week have tripled, according to ZipRecruiter. Since adopting this model, we’ve experienced similar results. “Ultimately, our efforts are becoming more efficient,” Troutman said. “For example, meetings are now shorter with more preparation on the individual’s part beforehand. Laborious processes are being reworked.”

2. Engaged Employees

Organizations with improved productivity tend to have highly engaged employees who are more likely to succeed and stay long-term. “The 4-day work week has me excited about every week,” said Sprockets Account Executive Morgan Lee. “I feel much more motivated to focus during our four days due to the additional energy that I get from an extra day of rest and doing things that bring me joy!” High levels of employee engagement can even increase business profits by 21%

3. Healthy Work-Life Balance

It’s no secret that employees value work-life-balance. 80% of workers say they’d be “more loyal” to their company if they provided flexible work options such as a 4-day work week — we found that to be true. Sprockets Talent Acquisition Manager Katie Tumbleston said, “We’ve engaged with prospective candidates who are specifically targeting companies that realistically provide a better work-life balance.” Research also found that two out of every three employees take less sick days with shortened weeks and are overall happier. Since we implemented this new structure, we’ve experienced similar results. “I personally have Fridays off, which means I can sleep in, workout, and ride into the weekend,” Lee explained. “I am very thankful that I work for a company who values their employees and trusts them with their time management.” 

4. More Top-Tier Applicants 

4-day work weeks are incredibly attractive to applicants, especially top performers. These achievers usually thrive under pressure and enjoy productive days. Shortened weeks are still relatively new — adopting this model would ensure your job posting stands out so you can hire top talent before your competitors. More applicants will apply to your business, so you are more likely to find and retain someone who will mesh well with the rest of your team. “Since adopting the 4-day work week, we’ve certainly seen an uptick in applications,” said Tumbleston. “While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What Does This Mean for Current Customers? 

Whether you’re a current customer or a prospect thinking about adding Sprockets to your hiring process, don’t worry — our team will still be available five days a week to answer any questions and help you navigate the platform. Essentially, we divided each of our teams in half. 50% of our company will have Mondays off while the other 50% will have Fridays off. This strategy will ensure team members from every department will be available every business day.

Join Our Team and Enjoy the Benefits

Does a 4-day work week sound like something you’d enjoy? Let us fill you in on the Sprockets mission: We are modernizing hiring for companies and people by removing manual steps in the hiring process. If you’re passionate about creating a smarter, faster, and more equitable experience for all, consider applying to Sprockets! We are hiring for multiple positions which you can find on our career page or our LinkedIn. (Hint: check out our “LinkedIn Life” page to get a glimpse of what it’s like to be a Sprockstar.) 

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
Announcing Our $10M Series A Funding

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers 1016 425.31 Sprockets

Today, we officially closed our Series A funding at $10mm with participation from Forte Ventures, Healthy Ventures, Thayer Ventures, Lytical Ventures, Blu Ventures, and VentureSouth. The investment will help Sprockets further help business owners hire and retain the very best hourly employees, even during a labor crisis. 

Sprockets CEO and founder AJ Richichi said, “We are building a better way to hire. This capital will help us bring an equitable and efficient hiring process to millions of companies and job seekers nationwide.”

Our hiring platform reveals which applicants are right for your needs, empowering you to build a strong, cohesive staff that will stay long-term. Trusted by some of the world’s biggest brands, it’s proven to boost 90-day employee retention by an average of 43%.

 

 

What Does This Mean for You? 

Sprockets understands the frustrations you are currently facing at your business are so much more than not knowing how to staff during unprecedented times.

“Many feel handcuffed by government stimulus payments, COVID-19 shutdowns, inflation, and generational changes to candidate behavior,” Richichi explained. “Companies that deploy our software are statistically faster, less discriminatory, and less prone to error.”  

This round will allow Sprockets to undergo dramatic growth and expansion in order to lessen your hiring headaches and ensure an easy, seamless use of our hiring platform. 

Our Growth and Accomplishments

The funding comes a few months after we achieved 10x growth at the peak of the labor crisis.  

Sprockets helped thousands of customers and hundreds of thousands of candidates in the QSR and hospitality industries in 2021. We are so proud of what we have accomplished but know there is much more work to be done. 

“We sincerely appreciate the overwhelming support from customers, partners, investors, and team members,” Richichi said, expressing his gratitude.

Our company is also lucky to have investors who share our passion for fixing a broken hiring process. Tom Hawkins, founder and managing partner of Forte Ventures, states, “The Sprockets technology solution is invaluable to hiring managers in QSR, hospitality, and multiple other industries with hourly workers. Imagine the change that Sprockets will have on worker satisfaction and career stability within a segment of the population that has historically been ignored by most of the HR tech players. We’re excited to have led Sprockets’ Series A financing and look forward to supporting the management team moving forward.” 

Other investors who participated in our Series A round can attest to Sprockets’ success, particularly in the face of a labor crisis. “Businesses need easier and faster ways of making good hires,” Anya Schiess, co-founder and general partner at Healthy Ventures said. “Sprockets solves this problem with candidate-focused automation.

Richichi, along with the rest of the Sprockets team, is grateful for this rare opportunity. “We are challenging a hiring process that’s been static for hundreds of years, and being rewarded with great traction,” he said. “We’ve been fortunate enough to sign the world’s biggest brands, integrate with industry leading technologies, and build a world-class team.”

Hiring Success Story: 95% Employee Retention in 90 Days

We recently helped a 50+ location Bojangles group achieve 95% employee retention in just 90 days. With the help of Sprockets’ Applicant Matching System, the franchise was able to achieve an ROI of 14x and uncover over $134,000 in savings. The employees they hired with Sprockets stayed longer than those who were hired without, proving the ability of our platform to accurately predict applicant success and increase employee retention. It’s possible for your business to achieve similar success. To learn more about how our AI-powered platform can help change the future of your own hiring, schedule a free, 15-minute demo here.

 

Sprockets' booth at one of the trade shows we attended in 2021 with text reading: 2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels 1016 528 Sprockets

Although 2021 was full of unpredictable challenges, our passionate team helped struggling businesses harness the power of Sprockets to stabilize staffing levels during the labor crisis. Despite some cancellations, we were fortunate enough to attend six trade shows this year and connect with business owners all over the world. 

What This Means for You

Many businesses are struggling with high employee turnover, but yours doesn’t have to be one of them. We have the solution and want to help. Sprockets empowers you to be selective – even with a shallow applicant pool – and hire high-quality workers who will stay long-term. Trade shows enable us to create meaningful relationships with others and expand our horizons to additional industries, therefore helping as many people as possible build the best teams.

Our mission is to transform the traditional hiring process into an equitable one; we believe everyone deserves a fair chance. Our AI-powered platform identifies the ideal applicants without the need for resumes or interviews, eliminating potential bias.

 

 

We Attended the Following Trade Shows in 2021:

1. The International Pizza Expo & Conference

Our Sprockstars traveled to Las Vegas for the world’s largest pizza industry event: The International Pizza Expo & Conference. Thousands of pizza suppliers around the globe attended the conference which featured seminars, workshops, demos, and even pizza-themed competitions! Our team networked with suppliers, owners, and operators from a plethora of pizza brands about how Sprockets can solve their hiring challenges. Morgan Knightes, one of our Sales Development Representatives who attended the trade show, said, “We went to the Pizza Expo during the height of the hiring crisis, so people were really interested in what we were offering.” Join us at the 38th annual Pizza Expo from March 22-24 in Las Vegas, Nevada.

2. Multi-Unit Franchising Conference (MUFC)

Once again, Sprockstars traveled to Las Vegas to connect with over 2,000 multi-unit franchise owners, operators, leaders, and suppliers. We had the opportunity to hear from world-class leaders like professional football hall of fame running back, Emmit Smith, and New York Times bestselling author, Jesse Itzler, to expand our knowledge of what it takes to be successful. This annual “must-attend” event also featured strategies for multi-unit, multi-brand growth, workshops, and 280+ smart solutions. MUFC has been held at Ceasar’s Forum since 2013. Their next trade show will take place from March 29 to April 1, 2022.

3. Franchise Management Advisory Council (FRANMAC)

Our team headed to Denver, Colorado, to taco ‘bout how Sprockets’ solution can stabilize staffing levels in just 90 days. Established in 1985, FRANMAC supports all Taco Bell franchise locations in the United States. “FRANMAC was my first trade show, so it was super cool to see the whole process,” said Sprockets Senior Sales Representative Tyler Chambers. “Forming relationships with people while showing them how we can make their hiring process easier was fulfilling and rewarding.” In addition to the opportunity to connect with Taco Bell owners, operators, and hiring managers, the association offered attendees unique menu items to try. Their 2022 trade show will be held in Las Vegas, Nevada, from October 3-6. 

4. Domino’s Franchisee Association (DFA)

Yet another trade show in Las Vegas, this one was anything but cheesy! Our team was able to share the power of Sprockets with vendors, owners, operators, and members of the DFA community.  “As a newly approved supplier, this was our first time exhibiting at the Domino’s Franchise Association show,” said Zach Matook, Sprockets’ Director of Marketing. “We were able to meet multiple franchisees from all over the country and really get a sense of their passion for the Domino’s brand.” They were able to showcase how our AI-powered platform can boost 90-day employee retention by an average of 43% to many various brands. Matook added, “Since the show, many new DFA members have joined our community of Sprockets customers!” Their 2022 trade show has yet to be announced.

5. National Association of Convenience Stores (NACS)

Switching gears (and industries), we traveled to Chicago, Illinois, to attend one of the largest trade shows in the United States: NACS. This annual, world-class event allowed us to meet thousands of new people within the convenience-store industry. We were honored to learn from the leading global trade association, which supports 50 countries. Approximately 24,000 attendees, including brands like AmeriGas, BioSteel, and Anheuser-Busch, discussed how to advance their business. In addition, NACS offered their audience an array of valuable content such as leadership development programs, global industry insights, and timely solutions. You can connect with more NACS members at the Las Vegas Convention Center next year from October 1-4.

6. National Owners Association (NOA)

Lastly, our team attended the fourth annual NOA trade show in Colorado. This independent association aims to unify franchise owners, suppliers, and stakeholders. Their ultimate goal is to collaborate on financial and franchise-related decisions for the better of the system. In fact, our company recently became a member and supplier partner of NOA. On their behalf, we made a charitable donation of $2,000 to the Ronald McDonald House to help families in need. We look forward to continue working with NOA to support employers, employees, and members of the community. 

Streamline Your Hiring Process With Sprockets

Attending these trade shows has enhanced our understanding of our audience and taught us what we can do better to support our customers. We are constantly improving our platform to enhance the Sprockets experience for both employers and applicants. If you missed us at the trade shows, no worries – you can still schedule a free, 15-minute demo of our platform. We’ll show you how you can increase employee retention by 43% in just 90 days like other top brands

Two kids in a hospital with text reading, "Sprockets Gives Back to Families in Need: Donates to RMHC"

Sprockets Gives Back to Families in Need: Donates to RMHC

Sprockets Gives Back to Families in Need: Donates to RMHC 1016 528 Sprockets

Sprockets has donated $2,000 to the Ronald McDonald House Charities on behalf of the National Owners Association (NOA) to help families receive the care they deserve. To read more about the NOA, check out our blog, “Sprockets Joins the National Owners Association to Better Serve Customers and the Community.”

About Ronald McDonald House Charities

Families shouldn’t have to go through uncertain times without proper care. Ronald McDonald House Charities (RMHC) aims to give families around the world a place to stay while receiving medical treatment as well as resources they need to feel safe and comfortable. Several RMHC houses also offer recreational activities, educational programs, sibling-support services, art and music therapy, and gardening opportunities. According to the RMHC website, “Research shows that patients whose families stayed at the Ronald McDonald Houses are the sickest, traveled the farthest distances, and spent the longest time in the hospital.”

How Our Donation Will Help Families

Our RMHC global donation will help provide “essential support and resources to our 260 RMHC organizations and families around the world when they need it most.” To date, RMHC has saved families more than $443 million on meals, hotel, medical, and other related expenses. There are Ronald McDonald Houses in 62 countries with a combined total of 1.4 million overnight stays.

Our Shared Values

Sprockets shares RMHC’s core values, like equality, kindness, and compassion. We believe everyone deserves an equal opportunity for employment and want to transform the traditional hiring process – often full of bias – to a more equitable one. In the words of our CEO and Co-Founder, AJ Richichi, “We want to give everyone a fair shake, regardless of where they are from and what they look like.” Like a relay athlete or a sprocket in a machine, the right employee joins colleagues to drive an organization forward in efficiency and harmony.

 

 

We look forward to working together – with both RMHC and NOA – as we build a better future for owners, hourly workers, and our communities. 

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 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!

People huddled in a circle with hands in the middle

Company Culture and the Impact on Profits

Company Culture and the Impact on Profits 2048 1365 Sprockets

Having been a senior executive at a billion-dollar company I can tell you that company culture is important, however, it normally doesn’t trump profits. If you are ready to make a change in your workplace, be mindful of this. To be effective, discuss the direct correlation between a high-performance culture, productivity, and profits in these three steps.

Tip 1: Don’t get too “soft” during your conversation.

The hard truth is that no CEO wants unhappy and disengaged employees, but, in most cases, they are not willing to trade profit to have them. The good news is that great companies have both. Salesforce was rated the best place to work in the country in 2017 by FORBES with operating income over $2.2 billion. It can be done.

"Only 15% of employees nationwide are engaged - costing companies thousands of dollars"Tip 2: Have an Itemized Proposal

If you need to ask for a budget to implement some of your ideas, be thoughtful, and have an itemized proposal. The more thoughtful your presentation, the more likely you will get the budget you need. The more you can tie your initiatives to business performance the better. Be bold, but be prepared to back up your conclusions with facts.

Tip 3: Start Slow

If this is the first time your company is implementing cultural initiatives you might want to start slow with things that don’t cost any money, like coordinating a charity event, or a scavenger hunt. Once the CEO sees the benefit he or she might be willing to cut loose a few dollars to see just how far you and your team can take things.


Read the full E-Book from Pete Richichi on How to Discover and Build Your Company Culture with a free download.

A woman and text reading "X-FACTOR"

Sprockets’ Start in Sports

Sprockets’ Start in Sports 732 414 Sprockets

“We succeeded in building the best sports recruiting tool in the country. Now, it’s time to change the HR industry.”

Did you know that Sprockets started as a sports recruiting tool for professional sports teams? After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contributes to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be recruited and picked first.

The following 4 questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship.

Bringing the Tech to Businesses

As we started to scale, we engaged with a few smart human resource departments at big companies. The results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • The technology accurately predicted the success rate of 94% of the employees observed.

  • The Sprockets system cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Previously, our total available market (TAM) was roughly 150 professional sports teams. If we transitioned our proven technology to help companies with hiring, the TAM would exceed 27,000,000 prospects.


Sprockets helps companies hire more top-performing people. We are able to decrease the number of screening interviews, allow you to conduct unlimited candidate assessments for only $99 per month, and reduce turnover through increased employee engagement.