Hiring built for shift work, volume and turnover
Dozens of openings for the same role across several sites. Candidates who apply from a phone in a parking lot. A first ninety days that decides whether the hire was worth making. Volume hiring fails in different places than office hiring does.
Six problems that only show up at scale
A process that works for ten hires a year collapses at two hundred. These are the points where a general-purpose ATS starts costing recruiters time instead of saving it.
Bulk posting across sites
One requisition template posted to many locations at once, without duplicating the role for each site or losing track of which plant a candidate applied to.
Shift-aware screening
Availability captured as a structured field rather than free text, so afternoon and night-shift candidates are filtered on rather than discovered at the interview.
Physical requirements & certifications
Lift requirements, licences and equipment tickets asked as knock-out questions, so candidates who cannot meet a hard requirement are not moved down the pipeline.
Applications that finish on a phone
A mobile-first application without an account to create or a résumé to re-type. The drop-off in volume hiring is overwhelmingly at the application form, not the interview.
Recruiting joined to onboarding
No manual handoff between the offer and the first day. Paperwork, pre-arrival steps and check-ins run from the same record the recruiter worked from.
First-year attrition
Structured 30/60/90-day check-ins that surface a struggling hire while there is still time to act, instead of at the exit interview.
A 2,400-employee distributor, 5% less first-year turnover
High first-year attrition in warehouse and logistics roles, no structured onboarding process, and a legacy ATS that disconnected recruiting from onboarding entirely — creating a manual handoff that HR couldn't track or control.
The outcome: Talcura Recruiting and Onboarding deployed as an integrated suite. Pre-arrival portal reduced no-shows. 30/60/90-day check-in automation gave HR visibility into every new hire's progress without manual follow-up.
Get a similar outcome →See it against a real requisition
Bring one of your hardest roles to fill — a night shift, a hard-to-staff site, a seasonal ramp — and we will run it through the platform rather than a demo environment.
Book a demo →