In pilot Hiring that goes deeper
A manager talks for ten minutes. Hondo turns it into the ad, the briefing page, the headhunt list, the interview questions and the reference check. Any role, any venue, any time.
To: job boards
To: anyone good
To: whoever is sourcing
To: HR
To: referees
The pastry chef gives notice. The head chef hasn't hired for that role in four years, and head office is closed until Monday.
He rings Hondo on the way home. Ten minutes later, everything on the rail is ready.
The name
Most hiring stops at the job title and the CV. Hondo goes deeper.
Deeper into the job: the real hours, who they'll learn from, the honest bit. Deeper into the person: what matters to them, why they're moving, how they see things.
That's what gets the right people to move, and to stay.
How it works
Talk through the job for ten minutes. No app, no login, no typing.
Five things come out of that one chat, and head office signs off before anything goes out.
Candidates do a five minute first interview by phone, whenever suits them.
Hospitality people are on their feet, not at a desk. So Hondo works by talking.
The 3 minute version
What you get
Real hours, real roster, who they'll learn from, and the honest bit. The detail good people weigh up before they move.
The full picture of the role on one page. Your team can forward it to their mates, and it works on socials.
The venues and people worth approaching for this role, with the message to open the conversation.
Written for this role and this venue, so the interview tests what the manager said matters most.
Ready to email to referees, asking about the same things.
How they fit
The candidate's side
Any time. On the way home, before a shift, while getting changed. Five minutes on the phone.
What's important to you in your next role?
Somewhere I keep learning.
Why are you looking to move?
I've gone as far as I can here.
Tell me about a service that went wrong.
How they see the world
Talks about the team before herself
Personality
Calm, direct, dry sense of humour
Fit for the business
Wants to learn. You have a chef who teaches
Signs of high performance
Owned a mistake and fixed it mid service
These are indications to guide the decision. People still choose who gets hired. Candidates know they are talking to an AI and agree to the recording, and every candidate gets a reply. Examples shown are illustrative.
Not just chefs
Sunday close. The floor supervisor resigns two weeks out from the busy season.
The restaurant manager makes one call while cashing up. Same call, with questions built for the floor.
Good to know
Ring a number and talk.
The first call sets it up. Every call after is shorter.
Sign off before anything goes out.
Skip a detail and it comes back to it.
HR, job boards and your process all stay.
Same call, same standard, every outlet.
Who is behind it