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This Buffalo Wild Wings GO grew from 1 location to 4 in under a year

Nathan Fielding spent more than a decade on the corporate side of Buffalo Wild Wings, working his way from general manager up to district manager over seven sports bars, before stepping away from that ladder to build his own franchise. In less than a year, he grew from a single Buffalo Wild Wings GO location in Rexburg, Idaho to four stores across two states, with a goal of reaching fifteen over time. Along the way, Workstream replaced the paper applications and packed filing cabinets that used to slow him down with a digital hiring and payroll process fast enough to keep pace with his growth.

"We were saving hours and hours and hours and hours. It's just incredible."

Nathan Fielding

Franchise Owner, Buffalo Wild Wings GO
The problem

Hiring ran on paper, phone calls, and a full filing cabinet

About Buffalo Wild Wings

Buffalo Wild Wings is one of the largest sports bar brands in the country, known for its wide range of signature sauces, made-to-order wings, and game-day atmosphere. Founded in 1982, the brand has grown to more than 1,300 locations across the United States. GO is its faster-growing, takeout-focused format built for guests who want the same menu without the full sports bar experience.

Locations: 1,300+
Industry: Restaurants

Before Workstream, Nathan ran hiring the way he'd learned it in corporate: on paper. At his first two stores in Rexburg and Nampa, every application, every W-4 and I-9, and every signed page of the employee handbook lived in a physical file cabinet.

Reaching applicants meant juggling phone calls that went unanswered and emails that went unread, so texting became the default, often from his own personal number, with no system to keep the conversations organized.

Every new hire meant a from-scratch orientation, a stack of paperwork, and data entry that then got handed off to an outside accounting team just to get someone onto payroll. Nathan estimates that losing and replacing a single hourly employee costs a franchise operator around $2,000, so any delay in that process was one he could feel in the bottom line.

What we've solved

A digital hiring and payroll process built for speed

Workstream replaced Nathan's paper process with digital onboarding, faster applicant communication, self-serve payroll, and a mobile app his whole team can run from anywhere.

Digital onboarding

W-4s, I-9s, direct deposit forms, and the full employee handbook now live and get signed electronically instead of on paper. Nathan says the filing cabinet in his back office is now "completely useless," holding little more than a few operational files.

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Faster applicant communication

Job postings and interview scheduling run through Workstream's back end, with automated responses that keep candidates moving instead of going quiet. "We were saving hours and hours and hours and hours," Nathan said. "It's just incredible."

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Payroll he runs himself

Nathan used to hand off payroll data entry to an outside accounting team at real cost. Now he processes it himself. "I can do it about as fast as I was handing over information really in the first place," he said.

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A mobile app for the whole team

Running four stores across two states means Nathan is rarely at a desk, and he says he can "pull that up and access anything and everything" he needs from his phone. His general managers, who handle interviewing, hiring, and onboarding day to day, use it just as heavily.

WHY IT MATTERS

Built to scale, one great GM at a time

Nathan is candid that no piece of software determines whether a location succeeds — that comes down to having the right general manager in place and giving that person room to run their store. But he credits the time Workstream freed up with giving him the bandwidth to actually build that leadership bench across multiple stores instead of getting stuck doing data entry for one of them.

"It's freed up that time to be able to feel like I can breathe a little bit and be able to continue to still be present for my team," he said.

See how Workstream can help you manage and pay your hourly workforce

Book a demo

Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

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Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

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