Every shift filled. Every property staffed. Every language spoken.
Hospitality hiring runs on a clock that doesn't match traditional recruiting. Taskflow Recruit screens candidates 24/7, in their strongest language, with same-day scorecards going to the property GM — not buried in corporate HR.
The phone screen kills your hiring funnel.
Your housekeeping role gets 80 applicants in 48 hours. Your scheduled phone screens see a 50% ghost rate. Your bilingual candidates get screened in English and score low on "communication." Your property GMs are working doubles while a corporate recruiter in another time zone tries to book interviews around shift changes.
Three weeks later the role's still open, your existing staff are picking up slack, and your turnover numbers tick up another notch.
The hiring funnel isn't broken at sourcing or offer — it's broken at the phone screen.
Always-on. Always native-language. Always property-aware.
- Candidates apply and screen in a single flow, available 24/7
- 90-second to 3-minute screens, depending on role (host vs. lead vs. management)
- Native-language interviews in Spanish, Tagalog, Vietnamese, Mandarin, and 45+ more languages
- Scorecards SMS-delivered to the property GM same-day — no ATS login required
- Property-aware screening: pre-filters on location, shift availability, transportation, work authorization
- Built for franchise and multi-property: same workflow, location-specific rubrics
Figures shown reflect early customer data and platform benchmarks; actual results vary by role and volume.
Same workflow at 1 property or 1,000.
- STEP 01Candidate calls in
Single inbound number per brand or per property — 24/7.
- STEP 02Property-aware screen
Pre-filters for shift, transportation, work authorization, and language.
- STEP 03Same-day to GM
SMS scorecard delivered to the property GM. One tap, ranked list.
- STEP 04Handoff to checks
Triggers Checkr / Sterling / your existing background-check vendor on advance.
Property-led vs. corporate-led vs. Taskflow.
Comparison reflects publicly available product information and pilot customer reports as of 2025.
Questions we get every week.
Does this work for unionized properties?
Yes. We handle union-specific rubric requirements and integrate with collective-bargaining workflows.
Can we screen for shift availability up front?
Yes — and we recommend it. We pre-screen on shift, schedule, transportation before assessing role fit.
How do you handle background-check and credentialing handoff?
We trigger your existing vendor (Checkr, Sterling, etc.) when a candidate advances. No new vendor required.
What about properties that hire mostly through walk-ins and referrals?
We support inbound number-based applications — candidate texts the property number, applies + screens + schedules in one flow. Walk-ins use the same number.
Bilingual screens at the same cost — really?
Yes. Our pricing isn't per-language. Whether the call is in English, Spanish, or Tagalog, it's the same per-screen cost.
Test it on the role with the longest open ticket.
30 minutes with a Taskflow founder. Bring the role and the property; we'll show you what same-day, multilingual, property-aware screening looks like.