Real statements. Real signal. Not personality astrology.
Candidates rate short, honest statements on a 5-point scale. Below are a few, paired with the behavior each one measures. The full assessment runs about 5 minutes on a phone, plus a quick motivation screener.
“I show up on time, even when I don't feel like going.”
Why we ask: Attendance is the #1 operator pain and the single best predictor of whether a hire lasts. Dependability shows up here.
“When my manager points out a mistake, I focus on fixing it instead of defending myself.”
Why we ask: Frontline work is one long feedback loop. Coachable hires improve fast; defensive ones don't.
“When I see something that needs doing, I do it without waiting to be told.”
Why we ask: The difference between a hire who runs the slow Tuesday and one who stands around waiting for instructions.
“I stay calm when things get busy.”
Why we ask: The line gets long, a guest gets loud, the cooler dies. Composure is what guests notice — and what keeps a shift from unraveling.
“I want customers to leave happier than they came in.”
Why we ask: Frontline service is emotional labor. Genuine warmth differentiates 'fine' service from the kind guests come back for.
Four categories.
Each tied to behaviors that decide whether a hire will earn their shift — measured across eight facets and reported as plain Low / Mid / High bands.
Reliability & Drive
Shows up, follows through, and pushes to get better. Dependability + Achievement.
People Skills
Customer warmth, team cooperation, and openness to coaching. The behaviors guests and crew feel.
Ownership
Believes effort drives outcomes, and acts on it — owning mistakes and self-starting.
Composure
Stays calm under pressure and bounces back from a bad shift without rumination.
A separate 5-item motivation screener captures past attendance, goals, and tenure expectation — reported as flags, not a score. Built on validated research and reviewed by a credentialed I/O psychologist; candidates are never auto-rejected.
You're in control.
The assessment is consistent for fairness, but the rest of the hiring flow is yours to shape:
- ✓ Define your own roles — whatever you call them.
- ✓ Choose which application fields are required, optional, or hidden.
- ✓ Auto-send the assessment, or review applications first to filter out joke submissions.
- ✓ Your branding — applicants see your restaurant's name and hiring page, not ours.
We deliberately don't publish the full item list or the scoring weights — that would let candidates game the assessment.