Every location hires like your best location.
Your best location runs itself. Your worst one runs you. We help franchise and multi-location business owners hire good people without sitting in on every hiring decision themselves.
14 days. 30 AI credits. No credit card required.You have SOPs, software, and standards. So why do your locations still perform unevenly?
*Source: Homebase, 2025 hourly workforce research.
The gap between your best location and your worst is almost never the manual. You cannot standardize the output of a location if you cannot standardize who you put in it. The root cause is hiring for availability instead of fit, and it is fixable.
What is turnover costing you right now?
Move the sliders to match your operation. The numbers update instantly.
Estimates based on your inputs and published replacement cost ranges (Homebase, 2025). Savings scenarios are illustrative, not a guarantee of results.
Five specialists. Trained on your culture. On call 24/7.
Generic AI does not know your culture, your roles, or how to interview for fit. The DREAM Hire Engine™ does, because it is built around five trained specialists, each one owning a stage of the DREAM Hire Framework™.
Defines what makes your best people your best people, so every location hires to the same cultural standard instead of each manager's gut feel.
“Wow.” The most common reaction owners have after their first session with Joey.
Turns "we need another crew member" into a role scorecard: what the job really requires, what great looks like, and how you will know it when you see it.
Writes benefit-forward job ads that lead with why the right person will love the role, so you attract candidates who fit instead of everyone who is available.
Builds your channel-by-channel sourcing plan so you stop depending on one job board and start reaching the people your competitors never see.
Arms you and your managers with structured interview questions that tie directly to the needs of the role and your culture, so every location interviews to the same standard.
Every plan includes the Hiring Huddle, live group coaching with Andrea twice a month. A chatbot cannot give you a coach and a peer group. This one comes with both.
From "we need people" to a live, working hiring system
Define your culture with Joey about 5 to 10 min, when needed
One guided session captures what actually makes your best location your best, in language you can hire against.
Build the role scorecard with Rafael about 25 min
Every open role gets a clear definition of what great looks like, before a single ad goes out.
Publish a job ad that attracts fit with Priya about 5 to 10 min, when needed
A benefit-forward ad, written for the person you want, ready to post wherever you hire.
Source beyond the job boards with Malik about 5 to 10 min, when needed
A practical sourcing plan for your market, your roles, and the channels your competitors ignore.
Interview with structure, with Elena about 5 to 10 min, when needed
Structured questions and follow-up probes, tied to the role and your culture, that separate the people who interview well from the people who work well.
Your first role can be live within 2 to 3 days, with about an hour of setup. The Engine works alongside whatever ATS you already use.
Hiring is not a project you finish. It is a flywheel you turn.
Most operators start from zero on every open role. The Engine does not. Each turn feeds the next one, so the tenth hire takes a fraction of the effort the first one did.
Your culture profile and role scorecards. Built once, reused on every role and every location after that.
Benefit-forward job ads written for the person you actually want, published where you hire.
A sourcing plan that goes after the people who are not scrolling job boards, channel by channel.
Structured interview questions tied to the role and your culture, so every location interviews to one standard.
What you learn about keeping good people goes back into the culture profile, which sharpens the next Define.
Why your tenth hire is easier than your first
About an hour of setup. You define your culture from scratch, build one scorecard, publish one ad.
Your culture is already defined. New roles start from your existing standard, so you are editing rather than creating.
A role library, proven ads, and a sourcing plan that knows which channels work in your market. Every location hires from the same playbook.
Owners who stopped refilling the same seats
The Engine compressed the slowest part of hiring into hours, across multiple locations at once.
Two great employees, hired for fit, and my whole team adores them. That is what hiring against your own culture, instead of a generic checklist, actually gets you.
Choose the tier that fits your growth stage
Every tier includes your culture profile, role scorecards, job postings, and the Hiring Huddle. Sourcing and interview guides start at Grow.
- 1 location
- 50 AI credits per month
- Organizational culture profile
- Role scorecard for every role you open
- Job posting written for you
- Hiring Huddle coaching, twice monthly
- Works alongside your existing ATS
- Candidate sourcing
- Interview guide build
- 2 to 4 locations
- 500 AI credits per month
- Everything in Build
- Job posting done for you
- Social media post builder
- Candidate sourcing agent
- Interview guide build
- Works alongside your existing ATS
- 5 to 10 locations
- 1,000 AI credits per month
- Everything in Grow
- Multi-location hiring scorecard
- 30 / 60 / 90-day onboarding plans
- White-glove setup
- Quarterly strategy session with Andrea
- Manager hiring certification (coming soon)
Operating 10+ locations, multiple brands, or a portfolio?
The DREAM Hire Portfolio Program is built for multi-brand operators, franchisors, and investment groups: per-brand culture architecture, certified managers, location-level scorecards, and quarterly business reviews.
Optional add-ons, quoted on request: branded career site, one-way video screening, candidate tracking, talent pool with nurture campaigns, custom landing pages, fractional head of talent. The Engine works alongside any ATS you already have.
1 AI credit = 1 message to your AI hiring team. You get usage warnings at 75% and 90%, and extra credit packs are available on any tier.
Walk out of your trial with real work done
14 days and 30 AI credits, enough to experience the Engine on one real role. Plan on an hour or two of your time. No credit card required.
Your culture, defined
A written culture profile from your first session with Joey.
A role scorecard
Your hardest-to-fill role, defined so you would recognize great on sight.
A live job ad
Benefit-forward, written for fit, ready to publish where you hire.
The 90-Day First Great Hire Guarantee
Work the system and if you have not made your first great hire within 90 days, we keep working with you at no additional cost until you do. You take the risk out of hiring. We take the risk out of trying us.
The Hiring Huddle
AI gives you speed. The Hiring Huddle gives you judgment. Twice a month, join Andrea and a community of franchise and multi-location owners for live group coaching on whatever hiring problem is in front of you right now.
- Live group coaching twice a month, every session recorded
- Bring your real roles, real candidates, and real hiring problems
- Learn what is working from operators in other brands and markets
- Included with every paid tier, at no extra cost
Because software alone has never fixed a hiring problem. The owners who win at hiring have a system and a coach. The Engine gives you both.
What operators ask us before they start
Will AI really understand our culture and our standards?
It does not start with a generic idea of a good employee. It starts with yours. Your first session with Joey captures what actually makes your best people your best people, in your own language, and everything after that works from that profile: the role scorecards, the job ads, the interview questions.
You own it, you can edit it any time, and it sharpens every time you hire. That is the difference between a chatbot and a system that remembers your business.
How do I know it pays for itself?
Run the calculator above with your own numbers rather than ours. A five-location operator with 15 hourly employees and 120 percent turnover is losing roughly $315,000 a year to churn. Build is $99 a month. You do not have to move turnover much before this stops being a close call.
And you are not betting the year on it. Month-to-month on Build, 14 days free to try it on a real role, and the 90-Day First Great Hire Guarantee behind it.
We do not have anyone technical to set this up.
There is nothing to install, integrate, or configure. You answer questions in plain English and each specialist hands you a finished document: a culture profile, a role scorecard, a job ad you can publish that day.
Setup runs about an hour in total and your first role can be live within 2 to 3 days. On Scale, white-glove setup means we do it with you rather than hand it to you.
Is this trying to replace my recruiter?
No. It replaces the guesswork, not the people. If you have a recruiter or an HR lead, the Engine hands them defined roles, better ads, a sourcing plan, and interview guides they are not writing from scratch, so they spend their time on candidates instead of paperwork.
If you do not have one, it gives you the structure a good recruiter would have brought, at a fraction of agency cost. Humans still make every hiring decision. The Engine never rejects anyone for you.
Do we have to change the software we already use?
No. The Engine works alongside whatever applicant tracking system you already run, and alongside the job boards you already post to. It sits upstream of all of it, deciding who you are looking for and how you will recognize them, which is the part most systems skip.
We do not hire that often. Is this worth it for us?
Possibly not, and we would rather tell you now. If you are filling fewer than three roles a year, the flywheel never really gets turning and you will not see the compounding that makes this worth paying for.
It earns its keep for operators who are hiring continuously or opening locations. If that is not you yet, run The Hiring Detective on your current job posting for free and come back when it is.
See what your job posting is costing you, before you spend a dollar
The Hiring Detective reads your current job posting and tells you exactly where it is losing you candidates, then points you at the specialist who fixes each gap. It takes a couple of minutes and it is free.
Most postings we see fail the same three ways. Here is what a real report looks like.
Sample output shown for illustration. Your report reflects your own posting.
I built this because I needed it
I have owned and operated my own franchise location, and I have spent more than a decade working with multi-unit operators on one stubborn problem: the gap between the location that hums and the location that hurts. It is almost never the manual, the menu, or the market. It is who got hired, and how.
The DREAM Hire Engine™ is everything my team and I do for our recruiting clients, the culture work, the role scorecards, the benefit-forward job ads, the structured interview questions that tie directly to the needs of the role and culture, built into a system you can run yourself, with me and a community of operators behind you. You should not have to sit in on every hiring decision to trust every hiring decision.
Stop refilling the same seats. Start hiring like your best location.
14 days. One real role. No credit card. See what your hiring looks like with a system behind it.
Not ready for a trial? Let The Hiring Detective diagnose what your job postings are getting wrong. Free.