Seasonal peaks, recurring vacancies, and local ownership leave little room for slow handovers.
Demand arrives in waves
Peak season and new openings can multiply vacancies across several locations at once.
Candidates apply on the move
Long forms and desktop-only steps lose candidates before a store manager sees them.
Every store is local
Availability, commute, language, and opening hours vary by location even when the job title is the same.
Head office still needs oversight
Local managers need autonomy without creating separate spreadsheets and inboxes for every store.
ROLE PLANNER
Use the shortest process that still protects the decision.
Store associates, managers, and head-office specialists need different checks and different levels of review.
01Publish
02Screen
03Meet
04Hire
Store associates: confirm location and availability first.
Keep the application short and route suitable candidates directly to the responsible store.
Channel mix
Major job boardBroad local reach
Regional job boardCandidates near the store
Careers page and referralsOwned audience
Check early
Store and commute
Shift and weekend availability
Earliest start date
Pipeline
01Application
02Availability check
03Quick call
04Store meeting
05Offer
Store management: add evidence on people and commercial ownership.
Compare leadership scope and store performance before involving regional stakeholders.
Channel mix
Professional networkExperienced retail managers
Major job boardBroad regional reach
Employee referralsTrusted retail networks
Check early
Team size managed
Store or revenue responsibility
Location flexibility
Pipeline
01Application
02Structured shortlist
03People interview
04Store scenario
05Regional interview
06References
07Offer
Head office: tailor the process to the discipline.
Merchandising, buying, operations, and ecommerce roles need specialist evidence rather than a store-hiring template.
Channel mix
Professional networkExperienced specialist profiles
Specialist boardDiscipline-focused candidates
Careers pageCandidates attracted to the brand
Check early
Relevant retail discipline
Tools or market experience
Location and working model
Pipeline
01Application
02Specialist screen
03Introductory call
04Work sample
05Team panel
06Offer
Replace store-by-store handovers with one hiring operation.
Keep local ownership while every application, source, and decision remains visible centrally.
LOCAL REACH
Publish recurring roles where local candidates look.
Create the job once, choose the right mix of major, regional, and owned channels, and keep every application connected to its source and store.
Reuse job templates for recurring vacancies
Choose channels and budget by location
See which sources produce hires
MULTI-LOCATION PIPELINES
Give each store a focused candidate list.
Screening answers, messages, notes, and interviews stay with the profile. Store managers work on their own vacancies while regional and central teams keep oversight.
Route candidates to the responsible store
Control access by role and location
Keep every next step in the same pipeline
CUSTOMER PROOF
How Catawiki finds niche specialists during hypergrowth
A 750-person Dutch e-commerce marketplace hired 100+ people in one year, lifted applications 40%, and ran a 12-person recruiting team on Join + Greenhouse.
more applications since starting with Join
+40%
hires in one year
100+
people on the hiring team
12
“Join centralises all the information about candidates and where they come from, so we can pick and choose and have access into different markets.”
