Hospitality Recruitment
In hospitality a vacancy is not a quarterly headcount line. It is a gap on tonight's rota, and it is covered by someone doing a double. Hiup gets qualified people in front of you in hours, not after a fortnight of CV sorting.
A 20-minute walkthrough using one of your own live roles.
Every other sector measures time-to-hire in weeks and nobody flinches. Hospitality cannot. Covers are booked, the season is already here, and the cost of an unfilled shift is paid tonight by the people who did turn up. On top of that the volume is enormous and cyclical — a summer or Christmas peak needs a cohort hired in three weeks, then the same screening work repeats next season from zero.
Roles you can hire for
What makes it hard
And what in Hiup is pointed at each of them.
A resignation on Tuesday is a rota hole on Friday. A two-week hiring process is not a process, it is a double shift for someone else.
Applicants are screened and ranked as they apply, so a usable shortlist exists the same day the role goes live.
Staffing up for summer or Christmas means hiring a cohort fast, and then doing the identical exercise again next year.
Last season's screened candidates stay in your talent pool, so the next peak starts from a warm list rather than a new advert.
A brilliant candidate who cannot work weekends is not a candidate for a weekend rota, and you usually find that out on the call.
Role requirements and candidate profiles are matched on skills and fit before anyone spends time on a phone screen.
Your GM is screening CVs between service, which means screening happens late, badly, or not at all.
Scoring, shortlisting, and next-step messaging run automatically, so the manager reviews a ranked list instead of an inbox.
How it works
The same connected workflow the rest of Hiup runs on, framed for how hospitality actually hires.
Describe the role, the venue, and the shift pattern in plain language. Hiup structures it into a post that reads properly and publishes it.
Applications are scored on skills and readiness as they arrive, with the reasoning shown so your manager can trust the order.
Structured interviews and assessments are transcribed, scored, and summarised, so the first conversation you have is a real one.
Offers and documents in one place — and every candidate you assessed stays available for the next gap and the next season.
Watch
A short walkthrough of the Hiup recruitment workflow — posting a role, screening applicants, and moving a shortlist forward.
Questions
Yes. Each venue and each role keeps its own pipeline, and the analytics dashboard rolls them up so an operations lead sees every site at once.
That is the case it suits best. Screening and ranking are automatic, so a cohort intake is a review of a sorted list rather than a fortnight of CV reading.
No. Roles are posted with the pattern you actually need, and matching works the same way for part-time, seasonal, and permanent positions.
A demo posts one of your current open roles during the call, so you see real applicants in your own pipeline rather than a sample dataset.
Twenty minutes. We post a role you are actually trying to fill, and you watch the screening, the shortlist, and the pipeline happen with your own requirements rather than a demo dataset.
No commitment, and nothing to install before the call.
This page is for employers. The job seeker side has live roles, salary ranges, and free courses.
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