Franchise hiring software built for multi-location, high-volume hiring
Fill openings at every location before the best hourly candidates accept an offer down the street, let each franchisee run their own hiring while head office keeps the process consistent, and screen a flood of applications down to the people actually worth a call.
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Hiring for ten locations is a different job than hiring for one
A new location posts a crew lead role and a wave of applications arrives within days. Most never answer the phone. The few worth interviewing already applied to the place across the parking lot, and they take whichever owner calls back first.
Then the role turns over and you run it again, at that unit and four others. High turnover, hourly pay, and openings across many locations at once mean a franchise is not filling a job. It is running a machine that has to keep filling the same jobs all year.
Franchise hiring software is the applicant tracking system that runs that machine across every unit. It posts a role to each location, screens the applicants automatically, and routes the qualified ones to the local owner or manager.
The hard part is doing it the same way everywhere without making each owner reinvent hiring, and without paying more every time you open a unit. Many tools charge per location, so the bill climbs as the network grows.
100Hires is built for that pace. The rest of this page walks through how franchise operators use it to reach candidates at every location, screen faster, and let each unit hire on a standard head office sets once.
For the multi-location posting mechanics in depth, see multiposting and Satellite Jobs.
Open one role, staff every location
Most franchise openings are the same role in a dozen places. With Satellite Jobs you build the posting once, then clone it to every location. 100Hires rewrites the title, description, and salary for each local market, publishes on a staggered schedule so you are not flagged for bulk posting, and funnels every applicant back into one pipeline. Distribution to job boards like Indeed, ZipRecruiter, LinkedIn, and Glassdoor is bundled with no per-board fee, and 100Hires does not charge per location, so the cost of posting does not climb each time you add one. A branded career site with trackable links ties in-store QR codes and Facebook traffic into the same pipeline.
- One posting, every location
- Job boards bundled, no per-board fee
- No per-location pricing
- Branded career site and trackable links
Reading every application is not the job, deciding who to call is
Volume only hurts when a person has to wade through it. Knockout questions on the application form auto-disqualify anyone who misses a hard requirement like shift availability, commute distance, age for regulated roles, or work authorization, before anyone opens a resume. AI Score then ranks the survivors from 0 to 100 against criteria you define and can auto-disqualify below a threshold you set. Bulk actions clear the rest fast: move, email, or re-stage dozens of candidates at once. The local manager spends the day on the shortlist, not the pile.
- Knockout questions auto-disqualify on availability and distance
- AI Score ranks 0 to 100
- Bulk move, email, and re-stage
- Disqualified tab keeps a record
Knockout questions handle the objective dealbreakers a document will later confirm, and AI Score ranks the rest against the criteria you define. The two run on the same workflow tab. See how knockout questions are set up.
Each location hires on its own, on the standard you set
Head office builds the job once: the knockout questions, the AI Score criteria, and the branded application. Each franchisee or store manager is added as a Recruiter or Interviewer only on the jobs at their location, so they see those candidates and not the rest of the network. Automations email the owner a link to a candidate the moment screening clears, so the person doing the interview never has to log into the tool. Self-scheduling links and calendar sync let candidates book a time from the manager's open calendar slots. Set the standard once, and every location runs the same playbook.
- Scope each manager to only their own jobs
- Auto-email the owner when a candidate qualifies
- Self-scheduling links for hourly roles
- Same knockouts and scoring everywhere
Running more than one brand under one operator? Each brand can be its own company with its own branded career site under a single 100Hires login. See how a multi-company setup keeps brands separate while you switch between them in one click.
What franchise hiring throws at you, and where 100Hires handles it
Every recurring franchise hiring headache maps to a specific part of the product. Here is the short version of what goes where.
| Franchise hiring challenge | How 100Hires handles it | Where it lives |
|---|---|---|
| Every location hiring the same role at once | Satellite Jobs clones one posting to every unit with per-market title and salary | Job > Multiposting |
| A flood of hourly applicants per opening | Knockout questions and AI Score filter and rank before a person reads a resume | Workflow tab |
| High turnover means re-hiring the same role all year | Talent Pools store past applicants so you re-hire without re-sourcing | Job status |
| Opening a brand-new location | Clone the proven req and re-engage past applicants with Nurture campaigns | Candidates |
| Owners and managers will not log into an ATS | Stage automations email them a candidate link the moment screening clears | Workflow automations |
| Each franchisee should see only their own candidates | Recruiter and Interviewer roles scoped to only their own jobs | Team and permissions |
| Multiple brands under one operator | Each brand runs as its own company with its own branded career site under one login | Company switcher |
| Scheduling drags across rotating managers | Self-scheduling links and calendar sync let candidates book the assigned manager | Candidate |
100Hires next to a typical ATS for franchises
Most ATS platforms were built for one head-office role at a time, not a wave of hourly openings spread across independently run units. The gap shows up exactly where franchise hiring hurts.
100Hires
It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.
I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.
The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.
4.7
4.8
Where 100Hires fits in your franchise stack
100Hires is the front of your hiring funnel: sourcing, screening, interviewing, and the hire decision. It is not payroll, scheduling, or workforce management, and it does not pretend to be.
It hands off to those tools through Zapier, webhooks, and a REST API once someone is hired.
One honest limit worth knowing up front: if you run several brands as separate accounts, there is no single dashboard that rolls them all into one screen. Within an account you see every location, since locations are just jobs.
Across separate brand accounts, head office sets the standard in each and reviews them one at a time, or pulls the numbers together through the API. If a live cross-brand rollup is a hard requirement, a demo is the place to check the fit.
A few more limits to know. Candidate texting runs through the Twilio integration rather than a built-in number, email sync needs Google Workspace or Microsoft 365 rather than a personal Gmail, and there is no built-in WOTC tax-credit screening or background-check step today.
If any of those are dealbreakers for your stack, a demo is the fastest way to confirm the fit before you commit.
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