Seasonal peaks, recurring vacancies, and local ownership leave
little room for slow handovers.
Demand arrives in waves
Peak season and new openings can multiply vacancies across
several locations at once.
Candidates apply on the move
Long forms and desktop-only steps lose candidates before a
store manager sees them.
Every store is local
Availability, commute, language, and opening hours vary by
location even when the job title is the same.
Head office still needs oversight
Local managers need autonomy without creating separate
spreadsheets and inboxes for every store.
ROLE PLANNER
Use the shortest process that still protects the decision.
Store associates, managers, and head-office specialists need
different checks and different levels of review.
01
Publish
02
Screen
03
Meet
04
Hire
Store associates: confirm location and availability first.
Keep the application short and route suitable candidates
directly to the responsible store.
Channel mix
Major job board
Broad local reach
Regional job board
Candidates near the store
Careers page and referrals
Owned audience
Check early
Store and commute
Shift and weekend availability
Earliest start date
Pipeline
01
Application
02
Availability check
03
Quick call
04
Store meeting
05
Offer
Store management: add evidence on people and commercial
ownership.
Compare leadership scope and store performance before
involving regional stakeholders.
Channel mix
Professional network
Experienced retail managers
Major job board
Broad regional reach
Employee referrals
Trusted retail networks
Check early
Team size managed
Store or revenue responsibility
Location flexibility
Pipeline
01
Application
02
Structured shortlist
03
People interview
04
Store scenario
05
Regional interview
06
References
07
Offer
Head office: tailor the process to the discipline.
Merchandising, buying, operations, and ecommerce roles need
specialist evidence rather than a store-hiring template.
Channel mix
Professional network
Experienced specialist profiles
Specialist board
Discipline-focused candidates
Careers page
Candidates attracted to the brand
Check early
Relevant retail discipline
Tools or market experience
Location and working model
Pipeline
01
Application
02
Specialist screen
03
Introductory call
04
Work sample
05
Team panel
06
Offer
Replace store-by-store handovers with one hiring operation.
Keep local ownership while every application, source, and decision
remains visible centrally.
LOCAL REACH
Publish recurring roles where local candidates look.
Create the job once, choose the right mix of major, regional, and
owned channels, and keep every application connected to its source
and store.
Reuse job templates for recurring vacancies
Choose channels and budget by location
See which sources produce hires
MULTI-LOCATION PIPELINES
Give each store a focused candidate list.
Screening answers, messages, notes, and interviews stay with the
profile. Store managers work on their own vacancies while regional
and central teams keep oversight.
Route candidates to the responsible store
Control access by role and location
Keep every next step in the same pipeline
CUSTOMER PROOF
How Catawiki finds niche specialists during hypergrowth
A 750-person Dutch e-commerce marketplace hired 100+ people in
one year, lifted applications 40%, and ran a 12-person
recruiting team on TalentGleam + Greenhouse.
more applications since starting with TalentGleam
+40%
hires in one year
100+
people on the hiring team
12
“TalentGleam centralises all the information about candidates and
where they come from, so we can pick and choose and have
access into different markets.”
