— Multi-Unit Retail
Staff every store — without every DM doubling as a recruiter.
Multi-unit retail burns ~62% of hourly staff per year (BLS). District managers spend more time backfilling than developing operators. That's not scale — that's a treadmill.
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~62% annual turnover · BLS JOLTS, Retail Trade
— Roles we source
Sales AssociateCashierStock AssociateKeyholderShift LeadAssistant Store ManagerStore Manager
— The Bleed
What's actually broken.
- DMs pulled off P&L work to run reqs across 8–20 stores.
- Central talent-team throughput can't keep up with the seasonal ramp.
- Same corporate creative running in Boise and Brooklyn — neither works.
- Manager turnover cascading into associate turnover.
— The Machine
What we build for you.
- One master brand system, localized creative per DMA — the store looks like the store.
- Store-level funnel: candidate picks the exact store, the exact shift, the exact interview slot.
- Manager-side interview experience so tight the ASM close rate goes up, not down.
- Roll-up dashboard: DMs see fill rate per store weekly, not quarterly.
— Multi-Unit Retail FAQ
Operator questions, answered.
How many locations do you support?+
From 5 to 500+. The system is built for multi-unit; single locations work too, but the payoff compounds with unit count.
Can we run this alongside our corporate ATS?+
Yes. Our CRM sits in front of your ATS — qualified candidates get pushed to the ATS record with tags and source attribution, so your talent team stops re-typing.