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How Dan Texter Made Hiring an Afterthought Across 5 Jimmy John's Locations

Dan Texter spent years printing paper hire packets for every new employee across five Jimmy John's stores in the Upper Peninsula of Michigan. Since switching to Workstream, his managers barely think about hiring at all.

"Since we got to Workstream, it feels like a Cadillac compared to what we used to do. It really has changed our game completely."

Dan Texter

Owner, CCL & M of Marquette (5 Jimmy John's locations, Upper Peninsula of Michigan)
The problem

Hiring ran store by store, on paper and phone calls

About Jimmy John's

Jimmy John's is a well-known American fast-food chain famous for its sandwiches, speedy delivery, and emphasis on fresh ingredients. It has grown into a significant player in the fast-food industry with numerous franchise locations across the United States.

Locations: ~2,745
Industry: Restaurants

Managing hiring across five locations with no central system meant every store ran its own process. Dan built custom hire packets from scratch — first paper forms, then fillable PDFs. Every new hire required printing a packet, handing it out in person, and waiting up to a week to get it back. Managers manually posted to Indeed and followed up with applicants by phone or email.

The system had predictable failure points. Completed paperwork lived in filing cabinets at each store. Files that weren't backed to the cloud disappeared when computers went down.

Email wasn't reaching the college students who make up the bulk of the workforce. Interview no-shows ran high. "Before, we'd set a date or time with the employee directly and half the time they wouldn't show up," Dan said.

Across five stores, each manager spent an estimated one to two hours a week on hiring tasks. That time added up across locations and pulled attention away from running the floor.

What we've solved

One centralized hiring platform across all five stores

When Workstream became available as a preferred vendor through the Jimmy John's network, Dan switched immediately. The deciding factor was SMS.

The prior system, People Matter, didn't text applicants. Workstream did. "Just the ability to connect with the younger kids on their level — texting them versus emails or phone calls — has been really helpful," Dan said. "You just type a text and send it to them and they are automatically getting their paperwork and it's reminding them and I'm not having to do all that."

Workstream replaced the paper hire packets across all five locations with a single centralized platform.

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SMS-driven applicant communication

Automated texts reach applicants on the channel they actually check, with automated reminders so managers don't have to chase.

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Cloud-based onboarding paperwork

Applicants complete forms from their phones. No office visit, no waiting on a printed packet.

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Input validation

Catches formatting errors before they require manual correction. "Somebody can't type a 12-digit social security number in there," Dan said.

Interview scheduling

Managers post their availability and applicants pick a slot, putting more accountability on the candidate before the interview date.

THE RESULTS

Hiring became an afterthought

The difference for his managers showed up immediately. "It's kind of an afterthought for them. I don't feel like they're spending much time at all doing it," Dan said. "If they log in there, it's a couple of clicks to get done what you need done."

No-show rates fell. Applicant-selected time slots and automated SMS reminders shifted accountability to the candidate before the interview day. "With Workstream's interview scheduling, it makes them buy in a little more," Dan said. "They always have [their phone] with them. They never put it down either. So I know that they saw the text."

Time-to-hire improved because applicants complete paperwork remotely from their phones instead of waiting for an in-person packet exchange, and input validation catches formatting errors at the point of entry that used to slip through on paper forms. All five locations now run the same hiring process, eliminating the location-by-location variation that had been the norm.

Looking ahead

Four of five locations recently ranked in the top 50 for daily sales across the entire Jimmy John's chain, with one reaching number one nationwide. His managers aren't spending meaningful time on hiring. That's what the switch was for.

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

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.

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