Questions restaurant owners ask.

QDX One helps restaurants hire. You post your open jobs, people apply on your own hiring page, and each person who applies takes a short 5-minute assessment on their phone. You get back a ranked list that shows who is likely to be a strong hire, so you spend your time on the best people. You always make the final call — QDX rates people, it never turns anyone down for you.

You already know how to read people — QDX helps you read the right ones. A quick interview is a hit-or-miss way to tell who will show up on time and take ownership, and you can't interview everyone when you're slammed. QDX gives you a steady read on everyone who applies before you spend a minute interviewing, so you walk in already knowing who is worth your time. It doesn't decide for you — it points you at the right people.

It's built for being slammed. The assessment goes out the moment someone applies, they finish it on their phone, and you get a ranked list instead of a stack of resumes to dig through. You only interview the people who already clear your bar — so you hire faster, not slower.

No — it's a quick check before the interview. It gives you simple Low / Medium / High ratings on things like being reliable, good with people, taking ownership, and staying calm under pressure. You still meet the person and still make the call. QDX rates people; it never turns them down.

They do different jobs. Indeed and other job boards get people to apply. QDX is what happens next: it takes those applicants, sizes them up, and ranks them so you know who to focus on. Keep posting wherever you like — QDX takes over once people apply.

A personality test just hands you a profile and stops there. QDX is built for restaurant hiring: we measure the things that actually matter on a shift — being reliable, good with people, taking ownership, and staying calm — plus a quick read on what drives someone. It's built into your hiring, gives plain Low / Medium / High ratings instead of exact-looking scores, and quietly checks that your hiring stays fair. See sample questions →

About five minutes, on a phone, right after someone applies.

It's a short set of questions someone answers on their phone in about five minutes. Most are quick “what would you do” situations where they pick an answer on a simple scale. There are no trick questions and no obvious right answers, and it's written in plain, everyday words. You can see the exact questions yourself: See sample questions →

Right now it's in English, written in plain, everyday words so it's easy to read. Spanish is coming — if you need it for your stores, tell us and we'll move it up the list.

It's built not to. It's about five minutes, it's on their phone, and it comes right after they apply — so it never gets in the way of someone applying in the first place. Because it's short and easy, most people finish it, and the ones who do are already showing a little follow-through. The goal is better people to talk to, without fewer people applying.

No assessment is perfectly fake-proof, but this one is hard to game. The questions don't have an obvious right answer, and the system looks at patterns across all the answers instead of trusting any single one. You see results as ratings plus an overall fit, not a pass/fail — so even someone trying to game one part still gives you a full picture, and you always make the final call in person.

No — results go to you, not them. People take the assessment as part of applying and don't get a score or rating back.

You get simple Low / Medium / High ratings on each thing we measure, plus an overall fit rating — not one exact number. We use ratings on purpose: these measures aren't exact to the decimal, and ratings keep you from reading too much into tiny differences. Treat the fit rating as a starting point, not the final word.

No — and we built it to steer you away from that. High ratings point you to strong people, but a rating is a quick read, not a score of someone's worth, and a great hire can land in the Medium range on something. Use the ratings to pick who to interview and what to ask, then make the call like you always have.

Trust your gut — it's your call. The assessment is one more piece of information, not an override. When the ratings and your read of someone don't match, that's a good thing to dig into during the interview, not a reason to ignore what you saw in person. QDX is there to help your judgment, never replace it.

Fairness is built in from the start. A person makes every decision — QDX never turns anyone down on its own. Results come as simple ratings so no one reads too much into small gaps, the questions are job-related and worded to follow fair-hiring rules, and the system automatically flags it if any group is being screened out at a lower rate than others. There's also an optional background question (things like race and gender) that you never see tied to any one person — only as overall totals. And if you ever compare applicants to your current team, there are guardrails so you're not just cloning the staff you already have. No tool is bias-proof, but this one is built to catch and track bias, not hide it.

Used the way it's meant to be — as a helper, with a person making every call — QDX is built to support fair, legal hiring: job-related questions, fair-hiring wording, automatic fairness checks, and reports you can show. That said, hiring laws are different from state to state and city to city (some places have special rules for hiring tools that score people by computer), and we're not your lawyer — check the rules where you operate.

Your applicants' information is yours. We keep it in a secure, locked-down database, use it only to run your hiring, and never sell it. You can delete records any time.

Fair question — Operator is $79 a store vs. $59 for a single Solo account, so you pay $20 more per store. Here's what that buys: one login for every store, one hiring page and one ranked list across all of them, reports that compare your stores, SMS notifications and candidate texting, and AI-written job posts — none of which separate accounts can do, because each one stands alone with its own login and no shared view. Assessments are unlimited either way. Short version: separate accounts are a little cheaper per store but leave you piecing everything together by hand; Operator runs all your stores from one place.

Yes — each plan comes with logins for your managers. Solo includes 2, Operator includes 2 plus 1 for each store, and Enterprise is unlimited.

Three plans, all with a 30-day free trial and two months free if you pay for the year:

• Solo — $59 a month per store (or $590 a year). One store, 2 logins, unlimited assessments. Everything you need to hire for one store: your own hiring page and QR codes, the 5-minute assessment, Low/Medium/High ratings plus an overall fit, a comparison against your own crew, basic fairness checks, and your ranked applicant list.
• Operator — $79 a month per store (or $790 a year). Two or more stores, 2 logins plus 1 per store, unlimited assessments. Everything in Solo plus one login across all stores, a shared hiring page and list, SMS notifications and candidate texting, AI-written job posts, and reports that compare your stores.
• Enterprise — let's talk (starts around $2,500 a month). For brands and large groups: unlimited assessments and logins, reporting across many brands, company-wide single sign-on, a developer connection (API), and a dedicated contact. Sales-led — talk to us.

No — assessments are unlimited on every plan. Assess everyone who applies; a busy hiring month never costs extra. You pay a flat rate per location, that's it.

Both Solo and Operator are month-to-month, with a 30-day free trial to start. Pay for the year and you get two months free. There's no long-term contract on Solo or Operator — cancel any time. Enterprise terms are set in your agreement.

As soon as you run a second store. Solo is built for one store; the moment you're hiring for two or more, Operator's one login, shared list, and store-by-store reports save you from juggling separate accounts. It's also worth it if you keep hitting your monthly cap or want text alerts, unlimited AI job posts, or fairness reports across stores.

Fast — there's nothing to build. Your hiring page and QR codes are ready to go, you set up your application form and the jobs you're hiring for, and you can be taking applications the same day.

Yes. You set up the jobs you're hiring for and change the application form to ask only what you actually need. As your hiring changes, you adjust both yourself — no starting over.

It's one assessment, measuring the things that matter all over a restaurant — being reliable, good with people, taking ownership, and staying calm. You decide what to weigh most for a given job: being good with people matters more at the front counter or drive-thru, while being reliable and calm under pressure matters everywhere. You set up the job and read the ratings with that in mind.

QDX is your front door for hiring — post, apply, assess, decide. Connecting it to other systems (POS, scheduling, payroll, and the like) is coming on the Enterprise plan.