How this Jimmy John's group scaled to 16 locations while cutting hiring time from weeks to minutes
Nick Venzon's South Bend, Indiana restaurant group started on Snagajob, where getting one application a week was considered a win. Seven years after switching to Workstream, they open new stores to 40–50 applications in the first few days — and can onboard new hires in minutes, not weeks.
"In the last seven years, I've seen Workstream be a small startup with a lot to offer. And in the past seven years, it feels like they've surpassed everybody in the field. For anybody on the fence, I feel like you're not going to be sorry that you take a chance on Workstream — it's going to end up being everything you need and more."
Nick Venzon
The problem
From One Application a Week to 40–50 in Days
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
When Nick's group acquired its first nine stores, hiring ran through Snagajob. Application volume was the core problem. "You'd be excited if you got an application, like, once per week," Nick said. "We kind of felt a little helpless." Without a reliable candidate pipeline, the group had limited ability to replace underperforming staff. "When you buy a group of nine stores, there's people that you feel like aren't great and you want to replace them, but then you're looking at: where am I getting people from?"
Onboarding created a separate bottleneck. Nick's HR department is based two hours from South Bend. Every new hire required a paper packet filled out at the store, mailed to the office, and entered manually into the HR system. A missed signature meant scanning the packet back, getting a re-sign, and restarting the clock. "It would probably take about a week, week and a half from hire to actually being in the system," Nick said. In the worst cases, candidates didn't wait. "Sometimes you'd have somebody fill out paperwork and then by the time they were allowed to start, they'd be gone."
The solution
How Workstream Transformed Nick's Hiring and Onboarding
The group switched to Workstream in April 2019. Today they rely on two core capabilities: the Talent Network for sourcing and digital onboarding for paperwork. When their most recent store opened, they activated Workstream three weeks before opening day. Forty to fifty applications arrived in the first few days — more than they needed, with overflow routed to existing stores for cross-training.
Talent Network
Lets managers filter for specific candidate profiles and send targeted invitations to apply. For planned hiring, Nick instructs general managers to open the process on Mondays and close it by Friday — applications come in, interviews run mid-week, and the offer goes out by end of the work week. For urgent gaps, the Talent Network compresses the timeline much further. When two delivery drivers left within days of each other, Nick's team used it to source, interview, hire, and have a replacement start within 24 hours. "We haven't had that fail us yet," Nick said.
Digital Onboarding
Solved the two-hour HR gap. Nick's team worked directly with Workstream to build a digital process that matched their operational setup. Paper packets are gone. New hires complete all onboarding paperwork on their phones — the HR department receives it automatically, and it goes into the system immediately. "Now everything is a click away as far as somebody getting hired on their phone or on their computer," Nick said. "It's put in the system automatically and it's done."
~45
applications for a new store opening
73% reduction
in onboarding time, from 1.5 weeks to 2.8 days
the wins
7 Years of Growth — From 9 Stores to 16
The Talent Network changed the group's hiring leverage from the first month. "When we signed up and started getting more applicants in, we were a lot more flexible on who we wanted to keep," Nick said. That flexibility carried through seven years of growth: 9 stores to 16, each expansion supported by Workstream.
Paper onboarding took a week to a week and a half, with error-driven delays adding more time on top of that. Digital onboarding takes minutes. The change also eliminated a category of attrition unique to the paper process: candidates who completed their paperwork but quit before the mail lag cleared.
The broader ownership network that includes Nick's stores spans more than 200 locations and has migrated entirely to Workstream.