Foodservice hiring software that runs itself.
A turnkey hiring solution for restaurants, bars and catering operations. Post to 100+ job boards in one click, screen for food handler cards and availability, and keep every applicant in one place instead of three inboxes.
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Mesa Table GroupRestaurant Group
Line Cook
StallingFood handler cardCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of foodservice companies hire with AvaHR.
If you want to grow the business, you have to hire people who show up for the Friday rush. Everything here exists to help you find reliable staff fast, so every station is covered and service never slips.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere hourly staff are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to run a pre-shift, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your chef and your general manager rate the same things, and a hiring process you shape around how service actually runs.
- Notes and tags that everyone on the team can see
- Scorecards built for a stage shift, not a boardroom
- Status notifications so nobody goes quiet for a week
Search candidatesJSCandidates
31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving a station short.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to work your service.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the room, the crew, the menu, the shifts and the tip structure. Organic search brings cooks and servers straight to it.
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PreviewSaveFrom people running restaurants like yours.
Using AvaHR to create my culture profile has meant a huge increase in applicants for each job. Candidates feel connected to the company before they even apply.
Carly J. · Richmond, VAGetting my jobs posted on individual job boards used to be such a struggle. With AvaHR I create the job and it is posted everywhere in no time. Such a time saver.
Diana S. · Boulder, COKeeping track of all my candidates is so easy. Everything is in one place and I do not have to build my own spreadsheets. The whole hiring process is way less stressful.
Ken W. · Chicago, ILI love how easy organization is, and that I can get to every candidate profile right in my account. It is much easier to keep track of everyone coming in, and my coworkers can see it too.
John R. · Pittsburgh, PAStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more cooks and servers. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read on a phone.
Browse →Employee handbook
Policy sections you can edit, for a restaurant without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Foodservice job description templates.
Four of the roles restaurants hire most, written so applicants know what the shift actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach hourly staff between shifts, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your service actually runs.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your crew brings the crew, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives cooks and servers a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your chef, your general manager and your office all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get a line cook, server or shift lead role posted?
Minutes. Start from a job description template, adjust the pay range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the hospitality and local boards kitchen staff actually check.
Can I screen for food handler and alcohol service certification before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: food handler card, alcohol service certification, station experience, and real availability by day and shift. You see the answers on the profile before you pick up the phone.
Do staff need to create an account to apply?
No. Applying takes under three minutes on a phone with no login, and the résumé is parsed into skills, history and contact details automatically. That matters here, where most applications happen from a phone between shifts.
Can my general manager and kitchen manager see candidates too?
Everyone works the same pipeline. Notes, scorecards and @mentions live on the candidate, so nobody double-calls the same person and nobody goes cold because two people each assumed the other had it handled.
We hire constantly and lose people fast. Does that work here?
That is the pattern this handles best. Keep an always-on posting, let the database hold everyone who ever applied, and bulk-message the qualified ones the day you need coverage instead of starting a new search.