Retail hiring software that runs itself.
A turnkey hiring solution for single stores, multi-location retailers and seasonal hiring pushes. Post to 100+ job boards in one click, screen for availability and floor experience, and keep every applicant in one place instead of three inboxes.
Search candidates
Mesa MercantileRetail Group
Retail Sales Associate
StallingNights and weekendsCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of retailers hire with AvaHR.
If you want to grow the store, you have to hire people customers actually want help from. Everything here exists to help you find reliable staff fast, so every shift is covered and the floor never goes quiet.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere hourly retail 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 shift change, 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 store manager and your assistant manager rate the same things, and a hiring process you shape around how the store actually runs.
- Notes and tags that everyone on the team can see
- Scorecards built for a trial 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 the floor 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 floor.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the store, the team, the customers you serve, the schedule and the path to keyholder. Organic search brings retail staff straight to it.
Create Profile
PreviewSaveFrom people running stores like yours.
I have noticed a big increase in applicants since creating my company culture profile. It has given us an identity and helped us stand out on the job boards.
Claire R. · Los Angeles, CAI used to dread hiring and the time it took to get jobs posted on each board. Now I build and post jobs in less than 30 minutes and they reach all the best boards.
Tommy Q. · Nashville, TNKeeping track of every candidate used to be a nightmare. Now applicants and their résumés are all in one place, and my coworkers have access as well.
Casey D. · Salt Lake City, UTKeeping up with applications used to be so difficult. Now I store them in one location and rank them, and the custom scorecards make finding the best candidate for my store easy.
Diana C. · New York, NYStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more retail staff. 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 store 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 →Retail job description templates.
Four of the roles retailers 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 store actually hires.
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 team brings the team, 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 retail staff a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your store manager, your assistant manager and your district lead 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 associate or shift lead 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 retail and local boards associates actually check.
Can I screen for availability and register experience before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: exact availability by day and shift, POS systems used, whether they can work holidays and closing shifts, and lifting and standing requirements. You see the answers on the profile before you pick up the phone.
Do candidates 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 store manager and assistant 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.
Holiday hiring is a spike. Can we run it without drowning?
Keep the posting up, let automated actions send the first response and the scheduling questions, and use bulk actions to advance everyone qualified at once. Last season’s applicants are still in the database when the next spike comes.