<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=395330474421690&amp;ev=PageView&amp;noscript=1">
Built for the hourly workforce

Go from application to hire faster

Optimize your hiring workflow to hire top workers before the competition can get to them. With AI, automation, customization, and the ability to work on the go, Workstream makes hiring a smooth experience for managers and applicants alike.

Frame-Apr-10-2026-11-11-15-0969-AM

Talent Network

Build a candidate pool of past applicants and employees, organize them with AI-generated tags, and invite them to apply to your open roles.

Frame-Apr-11-2026-11-01-13-4512-AM

Automated interview scheduling

Enable applicants to schedule their own interviews based on your availability, and reduce no-shows with automated reminders and AI phone calls.

Frame-Apr-11-2026-11-01-02-6963-AM

Multilingual hiring

Communicate with applicants in their preferred language with automatic translations for job postings, interview scheduling, and automated messaging, and AI phone calls

Frame-Apr-11-2026-11-00-54-5567-AM

Auto-reject

Block repeat applicants and former employees from applying to new roles if you already know they’re a bad fit.

Frame-Apr-11-2026-11-00-37-3820-AM

Built for franchise

Easily manage hiring across multiple locations and brands.

Frame-Apr-11-2026-11-00-02-5139-AM

Smart screening

Quickly qualify applicants with automated screening questions, AI phone calls, and background checks.

Frame-Apr-11-2026-11-00-26-1179-AM

Customization

Build hiring processes unique to specific locations or positions.

Trusted by top companies

“Calling somebody is pretty much useless. But being able to text that applicant the day before their interview, or five minutes before their interview, creates a big difference in whether that person shows up or not or whether you know that person is going to show up.”

Luke Godwin
Owner and GM, Godwin Motors

Turn more applicants into hires

FAQs

Got questions? We've got answers.

Still have questions?

What is an applicant tracking system (ATS)?

An applicant tracking system, or ATS, is software that captures job applicants and moves them through hiring stages such as applied, screened, interviewed, offered, and hired so candidates do not fall through the cracks. For hourly hiring, a good ATS like Workstream is built around mobile applications, SMS-first communication, and fast hiring speed instead of the resume-upload and cover-letter workflows used in traditional corporate ATS platforms.

How does an ATS handle high-volume hourly applications?

An ATS handles high-volume hourly applications through automated screening, candidate self-scheduling, and SMS communication instead of manual recruiter review. Workstream is built for high-volume hiring by default. Candidates can apply through text-to-apply or QR codes, get screened automatically through Voice AI, and self-schedule interviews into open time slots. Managers can move dozens of candidates through the funnel in the time it takes to review a single resume in a traditional corporate ATS.

How does an ATS integrate with Indeed and other job boards?

An ATS integrates with Indeed and other job boards by automatically posting jobs across multiple platforms from one central system like Workstream. Leading hourly ATS platforms like Workstream connect with Indeed, ZipRecruiter, Glassdoor, Snagajob, and other niche job boards. Workstream is an Indeed Platinum Partner, which gives customers unlimited free job postings with stronger visibility than standalone job board accounts. Operators can also manage paid job placements directly inside Workstream without logging into separate job board accounts.

How much does an ATS cost for restaurant operators?

An ATS for restaurant operators typically costs $100–$500 per month depending on location count and feature set. Workstream combines ATS functionality with Voice AI screening, job board distribution, background checks, offer letters, and onboarding handoff in one platform. Operators who replaced separate ATS, screening, and onboarding systems with Workstream reduced per-hire software costs by 20–40%.

How is candidate communication handled?

Candidate communication is handled primarily through SMS because hourly candidates respond much faster to text messages than email. Workstream’s ATS manages screening questions, interview confirmations, no-show follow-ups, and offers letters through SMS, and every interaction logs automatically to the candidate record. Recruiters do not need to manually text candidates from personal phones to continue the hiring process.

Can you customize the hiring funnel per role or location?

Yes. You can customize the hiring funnel per role or location by setting different screening questions, interview stages, required documents, and approval workflows for each job. Multi-location operators often standardise funnels across locations for consistency, but Workstream also supports location-specific and state-specific variations. This is important for franchise operators managing different labor law requirements across states like California and Florida.

How does Workstream's ATS compare to TalentReef or Harri?

Workstream’s ATS is built specifically for fast-moving hourly and multi-location hiring, combining ATS workflows, AI screening, and automation in one platform. TalentReef has been a long-standing ATS provider for large QSR franchise systems. Harri is known for front-of-house scheduling integrations. Workstream differentiates itself through faster candidate workflows and built-in AI screening, which has reduced interview no-shows rates by 55% and sped up time-to-hire by 3x. Moreover, Workstream is an Indeed platinum partner, 1 of just 23 ATS providers, out of 350+ globally, to earn this top-tier recognition. This partnership helps restaurant operators increase applicant flow through a more mobile-friendly and candidate-friendly apply experience. Operators can also improve job visibility by sponsoring posts directly from Workstream and reaching more qualified candidates faster. The integration includes priority support and smoother setup, helping hiring teams resolve issues quickly and stay focused on hiring instead of manual job board management.

Overall, Workstream is best suited for restaurant operators who want faster hiring, built-in AI automation, and stronger job visibility in a single platform designed specifically for hourly and multi-location hiring.

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.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

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.