One of the biggest problems franchisers face is hiring for high-volume.  The process is rushed, impersonal, and there’s no way to guarantee a candidate will stick around...but what if there was a solution?  Let’s look at a hypothetical example.

Joe’s Burger Haven Hiring Nightmare

Meet Sarah. She’s the regional hiring manager for Joe’s Burger Haven, a fast-growing multi-unit franchise with 50+ locations across the Midwest. Business is booming, but with success comes a massive challenge: hiring…and doing so in less time than Sarah reasonably has.

Right now, she’s scrambling to fill a store manager position at one of their busiest locations. The previous manager left with two weeks’ notice, and the team is struggling to keep up. The job post has been live on linkedin for a week, and applications are pouring in—over 100 of them; no wait, it’s 200 now. Sounds great, right?  Lot’s of candidates interested? Not exactly.

• Half the résumés are irrelevant—people with zero experience or clearly job-hopping every few months.

• Calling candidates is a nightmare—most don’t pick up, and voicemails go unanswered.

• Scheduling interviews is impossible—when Sarah finally gets ahold of someone, their availability never lines up, or they’re too far to do something in person.

• No-shows waste her time—She blocks off hours for interviews, only for candidates to ghost her completely.

Sarah is buried in the hiring chaos, and frustration is obviously growing. The longer this drags on, the more overwhelmed she and the rest of the store staff gets. Turnover is rising, customer service starts slipping; it’s clear Sarah needs a faster way to hire someone who will stick around and fit perfectly with the business.  And that’s when she finds Wedge.

How Wedge Transformed the Hiring Process

Instead of scheduling dozens of phone screens and in-person interviews, Sarah tries something different: one-way video interviews.

Here’s how it works:

1. She sends Wedge interview invitations to her top 30 candidates in just a few clicks.
2. Candidates record video responses to pre-set questions on their own time—no scheduling needed.
3. She reviews interviews at her convenience and quickly identifies the most promising candidates.

Within 24 hours, Sarah has 15 solid video interviews to watch. And afterwards, she can quickly summarize each interview with Wedge’s ai-summaries; noting key insights for the rest of her team. No more chasing people down or wasting time on unqualified candidates. She’s able to focus on real potential hires.

What used to take weeks to setup now takes days.

The Unexpected Perk: Better Candidates

Something surprising happens. Sarah notices that the candidates who complete the Wedge interviews are more engaged, better communicators, and genuinely excited about the role.

Why? Because recording a video interview takes effort. It weeds out the “apply to everything” candidates and attracts people who actually care.

She quickly shortlists five stand-out applicants and schedules final in-person interviews. No ghosting, no endless back-and-forth. Within a week, she’s settled on the perfect new manager—someone who’s driven, experienced, and eager to grow with the company.

Why Multi-Unit Franchises Love Wedge

For businesses like Joe’s Burger Haven, hiring fast isn’t just convenient—it’s essential. Wedge helps franchises:

✅ Reduce time-to-hire by 50% or more.

✅ Cut down on no-shows with pre-recorded interviews.

✅ Spot top candidates faster without wasting hours on phone screens.

✅ Create a better hiring experience for both managers and applicants.

If you’re drowning in applications and struggling with turnover, it’s time to rethink your hiring process.

‍

Ready to speed up hiring and find better candidates?

Check out how Wedge can transform your hiring process here: **https://www.wedgehr.com/product**

‍