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Smarter HR starts with AI.

Workstream’s platform integrates AI into every step of the employee lifecycle to automate away busywork.

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This is what it looks like when AI is built for hourly work.

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Reduce interview no-show rates with VoiceAI screening

Your always-on hiring assistant reschedules interviews, answers applicant questions, and conducts phone screens 24/7 — in any language.

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Audit for labor compliance with ease

Your AI payroll assistant filters and audits for common compliance risks — overtime hours, minimum wage, and labor law rules before they cost you.

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Eliminate repetitive tasks across the employee lifecycle

Your AI workflows handle the tedious tasks from interview reminders, missing onboarding documents, payroll flags, and tracking for ACA eligibility.

FAQs

Got questions? We've got answers.

Still have questions?

How is AI being used in restaurant HR and payroll software?

AI is being used in restaurant HR and payroll software for candidate screening, schedule optimisation, payroll error detection, and compliance monitoring. Workstream uses Voice AI to screen applicants 24/7, AI scheduling to build labor-compliant schedules automatically, AI payroll review to flag anomalies before payroll closes, and AI compliance monitoring to surface missed breaks, overtime risks, and labor law violations before they become penalties. Workstream includes all of these directly inside the core platform instead of selling them as separate add-ons or integrations.

Is AI built into Workstream or bolted on?

AI is built directly into Workstream as a core part of the platform, not bolted on. Voice AI, AI scheduling, and AI payroll review are native features instead of premium upgrades or third-party integrations. Workstream is designed around AI-assisted restaurant operations, where AI handles repetitive tasks, speed, consistency, and 24/7 availability while managers stay in control of hiring decisions, schedule approvals, and payroll sign-offs.

What data does restaurant HR AI use to make decisions?

Restaurant HR AI uses operational data such as applicant history, time clock records, scheduling patterns, payroll history, and employer-defined business rules to make decisions and recommendations. Workstream does not train shared AI models on customer data without explicit opt-in permission and does not sell customer data to third parties. Customer hiring and workforce data remains isolated to that operator’s environment instead of contributing to shared competitor models.

How does AI candidate screening work without introducing bias?

AI candidate screening reduces bias by applying the same structured and auditable screening process to every applicant. Workstream’s Voice AI asks every candidate the same configured questions in the same order, records and transcribes every conversation, and makes the full transcript available for human review before hiring decisions are made. Employers define the screening criteria themselves, and Workstream does not apply hidden filters or scoring rules behind the scenes, creating a more consistent and defensible process than unstructured phone interviews handled differently by individual managers.

Does restaurant AI work for Spanish-speaking workforces?

Yes. Restaurant AI works for Spanish-speaking workforces because Workstream’s Voice AI supports both English and Spanish and can switch languages during the same conversation based on candidate preference. Workstream also supports onboarding flows and SMS templates in Spanish and French. For industries with large Spanish-speaking hourly workforces, such as food service, healthcare, retail, and agriculture, this helps operators reach more candidates without needing bilingual staff at every location.

Where can I see Workstream's AI in action?

You can see Workstream’s AI in action by calling 424-788-0953 or testing the Voice AI demo line directly from the Voice AI page. You can also book a demo with Workstream here to see how Voice AI, AI scheduling, payroll anomaly detection, and AI-powered compliance monitoring work for your specific operation, hiring volume, and location count.

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.).

Your preference has been saved. We will not sell or share your personal information.