Restaurant

Aaron Einhorn (00:11):
Hiring success looks like getting to the right candidate faster, getting them onboard your team and integrated to your team more quickly, and ultimately launching them into, I mean, ideally a career.

Sonja Breuer (00:26):
And restaurant managers are not IT people. They're actually out running the restaurants. The problem that we had is that our previous a TS system, our managers had to check it daily and then make physical phone calls to get candidates in with our former a TS system. From time that the applicant actually applied to the time of hire, it was 13 to 14 days. Once we switched into Paradox, we actually got that number down to four days.

Aaron Einhorn (01:12):
We average approximately 144% turnover across our organization, and paradox helps us address that concern by keeping candidates walking through our doors.

Sonja Breuer (01:24):
We've had over 200,000 interviews scheduled since we've been with Paradox, which is huge, and we can schedule them immediately and our managers don't have to do anything, which is actually the beauty of Paradox.

Aaron Einhorn (01:37):
If you've got managers that are satisfied and happy, you've got hourly employees that are satisfied and happy, that's going to translate right onto your customers.

Danielle Lend (00:08):
My name is Danielle Lend. I'm the CEO of Wendy's. New Zealand people are very important to our business. Without them, we can't operate. We can't open the doors every day, so recruitment and getting the right staff is very important to us. Speed to market for candidates was very important, so having Paradox has saved a lot of our managers time. My favorite thing that Lou can do is that she can answer some questions that the candidate might ask, schedule an interview and push them through the process very quickly. Blue can get them from a candidate to an employee within two or three days. It works for a lack of candidates, but also works in a market where there's an abundance of candidates.

(01:06):
We included things like an assessment. Each candidate, once they've done their application, if that application looks like a good fit for the business, they automatically get sent an assessment. It's about 45 seconds long and it gives them rating. You can have green, yellow, or red. Now that we have a lot of candidates, we only accept green candidates. We were accepting yellow and candidate market was tough, but no red. Prior to this, we probably would've struggled with dealing with those applicants. Now, Paradox deals with it all for us. We also have found that we have managed to get a more diverse culture within our restaurants because there is no bias in this system, which is great. They then reflect the community that we live in.

(01:53):
All our onboarding now is also on paradox, and not only do we have the payroll integration, all our important onboarding documents are all there for the candidate to review, and then that is kept on their file, and then you have that complete oversight, which you just didn't have before. I would say to other CEOs that having an online and a AI based recruitment system, I would say that this is probably one of the best investments that we've made because it's so simple to use. It's been easy to roll out. All our managers in our stores have been able to understand it and get on board with it. The candidates love it. They actually think they're talking to a real person. Many of 'em don't realize it's ai, so that's amazing.

Shay Johnson (00:03):
I don't see Paradox as a product. I don't see it as a technology vendor. I don't see it as any of those things. It's really just they're a partner. We go to Paradox because we just feel like they get it.

Rebecca Volpano (00:14):
I'd like to think of it as an extension of a recruiter super powering our teams and giving us the ability to spend more time with people.

Shay Johnson (00:35):
Paradox is different because it's extremely efficient. It allows us to talk to our potential candidates in a faster and friendly way. We think we've saved about 35,000 hours getting interviews scheduled.

Seema Shah (00:52):
We have answered over 190,000 questions from our candidates for them to be able to respond and let us know that they're interested in working for us. This is where the value is.

Craig Gjelsten (01:11):
It was previously taking our franchise owners on average, about five days to schedule an interview, and now on average across the brands, we're scheduling interviews in under nine minutes.

Carla Delich (01:24):
The speed to scheduling with Paradox has absolutely been a game changer. It's taken off about three to four hours a week so that they are able to put that back into just running their business. The biggest impact that Paradox has had.

Rebecca Volpano (01:40):
On our candidate experience has actually been decreasing the time to apply. We've seen a cut of basically a half of the amount of time that it would take someone to fill out our application. Usually through the more conversational AI application, automating what can be automated, giving us nudges and reminders to do certain things in certain ways, and all providing more opportunity for us to build genuine human connection.

Mark Gibson (00:16):
The challenges in the high volume hiring in the restaurant industry are managers are trying to run restaurants, and the last thing on their mind is how they're going to take time out of their day to schedule interviews with candidates.

Carla Delich (00:29):
Prior to Paradox, we were looking at our data. It was taking our managers in our restaurants at least three days just to view an application.

Mark Gibson (00:39):
The light bulb moment for me was the first text message that I got that said, hi, this is Frankie from Flynn Group. Here are our next steps. It immediately changed the entire experience so rapidly for me, and it was the first time that I experienced something like that in this space.

Carla Delich (00:56):
The speed to scheduling with Paradox has absolutely been a game changer, not only from just getting people in the door faster, but it's also saving our managers three to four hours a week. The ability to have it completely automated from the point of application to being able to schedule that interview all the way down to the offer and the onboarding. Since we've been on Paradox, we're seeing applicants from the point of application to interview complete. It's happening in less than three days.

Mark Gibson (01:29):
With the conversational a TS, you feel like you are just having a conversation with a person on the other side. I don't think I could go back without having a negative experience in something that is kind of old school and is not using the conversational a TS.

Brad Williams (00:04):
I think the light bulb moment with Paradox was when we went from nine days to get an interview scheduled to under four minutes, the fact that all we had to do was post a QR code, post a short code up on some of our POP, that was the win, and that's when we knew we could probably hit 90 plus percent of the system with this product. Our biggest day part in sales is late night, and late night for us is defined as after 10:00 PM If you're not able to staff your most profitable day part, then you're losing money. So Paradox has allowed us to staff that up and allowed our franchisees to be open later.

(01:33):
When we deployed Paradox, we measured the ROI on that with really how much time it allowed our restaurant general managers to get back. We think we've saved about 35,000 hours using me and the conversational assistant and getting interviews scheduled. So the fact that we've saved that amount of hours in that time for our people actually running the restaurants, it allows them to be more hands-on with our actual guests at our drive-throughs. It's changed everything. It allows us to be more efficient. It allows us to save time. The fact that me is always on and you can point someone to a QR code, to a short code, they can schedule an interview and possibly meet someone the next day if that availability is open. It's just a huge win. I think paradox is going to be on the cutting edge of whatever's going to be next.