Recruit. Retain. Grow.

Hospitality hiring at high volume

Build a team that provides world-class service for your guests—and do it at scale, with Gateway.

Features

The hospitality industry is changing

There is a very costly issue in todays job market. Digital platforms such as job boards and social media sites now allow anyone, anywhere to apply to any job they want. Platform such as Linkedin, with over a billion users, have turned job applications into a feeding frenzy. It is now normal for someone to apply for a hundred jobs in a week. In F&B the average number of applications for any role is over 300 and recent studies show that over 80% of applicants have no business applying for these jobs in the first place. Yet recruiters have to still sift through and qualify them.

On average, hospitality positions take an average of 25-26 days to fill.
With Gateway our customers can hire workers in 7 days.

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Automated Job Distribution

Distribute jobs from your custom careers page to the best regional & international job boards schools and direct applicants into your own applicant tracking system.

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Candidate Skill Assessments

Use assessments to measure skills, aptitude, personality, and emotional intelligence to predict culture fit and job performance.

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AI-Powered Interviewing

See how candidates answer on-the-spot or pre-recorded questions, providing insight into how they might interact with customers.

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Applicant Tracking System

Manage the workflow centrally through our ATS and connect with candidates via WhatsApp directly through the platform. Chat, schedule interviews or share documents.

Features

We’ll take care of finding you candidates

There is a very costly issue in todays job market. Digital platforms such as job boards and social media sites now allow anyone, anywhere to apply to any job they want. Platform such as Linkedin, with over a billion users, have turned job applications into a feeding frenzy. It is now normal for someone to apply for a hundred jobs in a week. In F&B the average number of applications for any role is over 300 and recent studies show that over 80% of applicants have no business applying for these jobs in the first place. Yet recruiters have to still sift through and qualify them.

PROCESSES

Example hospitality workflow

More informed hiring decisions

Interactive Candidate Profiles

A resume reveals only what a candidate chooses to share. Our candidate profiles dive deeper, evaluating skills, behavior, and cultural fit to make your hiring more data-driven and less reliant on gut instinct

Soft Skills

Evaluate communication and interpersonal skills through reviewing candidates video interviews and language assessments.

Personality and Culture

Match individuals personality traits to cultures where they will thrive, ensuring better team performance and job satisfaction.

Qualifications and Experience

Review candidates qualifications, technical skills and experiences in a clear and consistent format.

Interact Directly

Invite candidates to complete the assessments, chat, schedule interviews and share documents directly through their profile.

Nightjar: Reduced time-to-hire and saved over fifty hours in screening and administrative tasks in the last quarter.,

CCO, Nightjar, Dubai

Iain Buscombe