Franchises: Custom Hiring Processes

Imagine you are in the process of hiring for both an Operations Manager and a Technician. Each candidate makes it through an assessment step, a phone screen, an in-person interview, and each are extended an offer.

The hiring process is one of the most important strategic plans your company can develop, but does evaluating these two candidates using the same hiring process actually help you make a better hire? These two positions require different skills and experience and as a hiring manager, you would most likely have more success evaluating the two candidates separately with their own unique screening and interview process. These employees will take thousands of individual actions on your behalf and you need to approach your hiring decisions strategically.

At CareerPlug, we work with a variety of clients and each one has the ability to create their own custom hiring process. Typically the process looks like this:


While the overall flow might stay the same, a client might have additional actions in each one of the steps. A client like ServPro hires a very specific type of candidate and to ensure they make the right hires, they might have multiple levels of interviews and recruiting sessions in their hiring process.

 Operations Manager  Technician
Prequalify & Review
View resumes and filter by responses to pre-screen questions.
Personality and Cognitive Assessment Technical and Skills Assessment
Evaluate candidate assessment scores against assessment scores of your current top performers to identify the best matches. A technical skills assessment can reveal insight into whether an applicant has the knowledge needed to perform the role.
Phone Screen
A phone screen gives you the chance to ask high-level questions and expose some of the intangible qualities about the applicant.
1st Round Interview
Schedule a face-to-face interview with the hiring manager to go over the specific role and responsibilities.
2nd Round Interview  Technical / Shadowing  Interview
Use an additional interview round with other team members (other managers or colleagues) to meet and evaluate the candidate. Your opinion matters but it is only a quick snapshot so increase your chances of finding a good hire by asking for those other opinions.  This in-person interview with the hiring manager can include a chance to go out into the field with a current technician to go over the specific role and responsibilities. A role-play or simulation out in the field can differentiate the candidates who have the necessary skills.
Finalize the process with a step to confirm work history, performance, personality, and insight into whether they would rehire a candidate.

Customizing Franchise Workflows

Within your ATS, you can create these custom, but still consistent, workflows to ensure that you are building a repeatable process that can lead to better hires.

We make it easy for franchisors to create a default hiring process for franchisees. Franchisees have the option to use that process or opt into customizing their own. This way the franchisee can establish and manage their own hiring process and franchisors will stay compliant with joint-employment regulations.

Becoming a true talent evaluator can only happen if you have a consistent hiring process. Developing a role-specific hiring process can help you avoid the costly setbacks of a bad hire and can help you identify your top performers efficiently. Better employee hiring leads to an increase in company performance so invest your time in developing your approach and you will see results!

Recent Posts

Nicolle Gatlin

Manager of Partner Success

Kacie Sommers

Creative Design Manager

Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Chris Igou

Vice President of Sales

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Andrew Robinson III

Vice President of Product and Engineering

Natalie Morgan

Senior Director of People

Leslie Chamberlain

Senior Director of Client Experience

Brad Pilot

Director of Sales

Teresa Hall

Director of UX & Product Design

Canaan Davis

Director of Engineering

Ashley Garia

Director of Product Marketing

Desiree Echevarria

Senior Content Marketing Manager

Ashley Johnson

Implementation Manager

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Tulay Solak

HR Manager

Aiden Kinney

Consultant Manager

Zach Garcia

Sales Operations Manager

Kirsten Penaloza

Director of Client Experience

Eric Morales

Manager of Account Executives

Brandy Lee

Operational Manager


Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

Joe Lepis

Engineering Manager

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.