Hospitality Recruiting Software
Reply to hourly applicants before they take the offer down the street, screen for shift availability and work eligibility before the interview, and keep every property's pipeline in one place.
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Hospitality hiring is high-volume, seasonal, and never really stops
Hotels, resorts, restaurants, and event venues hire on a permanent cycle. Front desk, housekeeping, banquet, servers, and cooks turn over faster than almost any other sector, so most operators are replacing roles every week, not filling a single vacancy.
That pace is exactly what hospitality recruitment software has to absorb. 100Hires pairs applicant tracking for hospitality teams with high-volume hiring software, so you screen upfront and run every property from one pipeline.
Run standalone restaurants rather than hotels? Our restaurant hiring software page covers that side of the business.
Speed decides who wins. Hourly candidates apply to several places at once, accept the first real offer, and ghost the rest. The property that replies and books the interview first gets the hire; a slow pipeline loses the applicant to the venue next door.
Enterprise hotel ATS platforms cost thousands a month and take weeks to configure. Generic hiring tools have no concept of shift availability, work authorization, or coordinating one role across several properties.
100Hires is built for the 26 to 150-person hospitality operator that needs a real applicant tracking system without the enterprise price tag. It is a hiring tool, not a shift scheduler, workforce-management suite, or payroll system.
Sort every applicant by fit before the shift even starts
Post one front desk or housekeeping role and a few hundred applications can land in a weekend. AI Score ranks every applicant against the role the moment they apply, so your shortlist is ready before you read a single resume. You review the top ten instead of the whole stack.
- Applicants ranked by role fit on arrival
- Scoring criteria set per role, not per template
- AI Score visible to every manager on the account
- Works for hourly, supervisory, and management roles
Screen for shift availability and work eligibility before you read a resume
Most hourly applications fail on the basics: the candidate cannot work weekends, is not authorized to work, or lives an hour away. Knockout questions ask those questions on the application form, and anyone who does not clear the bar is filtered out. You start with a shortlist, not a pile.
- Weekend and shift availability pre-screen
- Work authorization and minimum-age checks
- Location and experience floors per role
- Answers shown on the candidate profile for the team
Book the interview before the candidate takes another offer
When you reply a day later, the candidate is already working somewhere else. A self-scheduling link lets applicants pick an interview slot the moment they apply, with no back-and-forth. Automated text and email reminders go out before the slot, so fewer people no-show.
- Self-scheduling links, no phone tag
- Automated text and email reminders before each slot
- Nurture campaigns re-engage quiet applicants
- Reply and book first, win the hire
Post every open role to 13 named job boards and stop paying per board
An operator running 15 hourly roles and posting each to Indeed, Glassdoor, and a local board pays $30 to $50 per board per day before a single hire. 100Hires posts to 13 named job boards from one screen, and every applicant lands in one pipeline. No per-board login or duplicate entry.
- 13 named boards including Indeed, Glassdoor, ZipRecruiter
- Every applicant from every board in one pipeline
- Post once, update once, close once
- AI Copilot drafts the job description in minutes
Rehire last season's crew instead of sourcing from zero
Every summer ramp and holiday rush, hospitality teams re-source roles they filled last year. Talent Pools keep past applicants, seasonal staff, and runner-up candidates in one searchable place, so the next ramp starts with people who already know the property, not an empty pipeline.
- Past and seasonal staff saved in searchable pools
- Re-engage runner-up candidates in one click
- Filter by role, location, tag, or stage
- Less re-sourcing every seasonal ramp
How 100Hires compares to a typical hospitality ATS
Most dedicated hospitality ATS platforms are built for large hotel groups and priced for them. 100Hires gives an independent property or small group the same hiring workflow without a long contract or an implementation project.
It is also the same engine behind our retail ATS for multi-location, hourly hiring, so mixed retail and hospitality groups can run every brand from one account.
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
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