SURSPARK
Talent supply that
keeps pace with store growth
An AI-powered talent supply chain,helping chain restaurant companies solve frontline talentproblems in sourcing, assessment, and retention.
With chain brands, helping talent arrive before demand
01 · First, Understand the Problem
Behind Store Growth
Three Talent Gaps
These three issues often occur together, limiting chain brands' expansion plans
Can't find
High hiring demand, but insufficient candidate supply.
- New store openings or peak-season staffing
- Despite many channels, interview attendance and onboarding rates remain low
- Shifts, commute, and workload intensity are hard to match
Can't assess
Job requirements and evaluation standards are inconsistent, making it difficult to reliably identify people who truly fit the brand, role, and team.
- Many interviews, but unstable onboarding quality
- Store managers use different evaluation standards
- Strong talent assessment experience is hard to replicate
Can't retain
From interview to stable employment, candidates continue dropping out during invitation, interview, trial shift, and early onboarding.
- No-shows or failure to onboard after passing the interview
- Leaving during trial shifts or early onboarding
- Actual job conditions do not match expectations
Not sure where the problem occurs?Bring a real job opening, and we will assess it together.
Book a Review ↗02 · From Requirements to Stable Onboarding
Stores only submit requirements
Instant Staffing handles delivery
After the store submits staffing requirements, Instant Staffing collaborates with AI to manage the full process of sourcing, screening, invitations, and onboarding follow-up. Store managers spend less time on repetitive communication, and suitable candidates reach the store faster.
DELIVERY SYSTEM
From staffing gaps to stable retention One connected process from start to finish
From requirement submission to retention assurance, one connected process moves forward automatically—stores do not need to learn any software.
SMatching in progress
24 candidates matched7 store staffing needs- 01Requirements InputUnderstand RequirementsPosition Requisition
Confirm brand, position, store, shift, and start date
- 02Talent AssessmentSource and screenQualified Candidates
Continuously source talent and complete preliminary assessment based on position profiles
- 03Onboarding ProgressInvite and coordinateInterview Attendance and Onboarding
Track invitations, reminders, interviews, trial shifts, and onboarding milestones
- 04Closed-Loop ResultsTrack and calibrateStable Employment
Monitor early performance and retention, continuously optimize delivery standards
Frontline full-time talent delivery
AI efficiency plus manual review, end-to-end onboarding support
Learn about Instant StaffingAI Interview Solution
Covering all recruitment scenarios for more efficient and precise talent screening and matching
Learn about Kuaiyue Interview03 · Client Cases
Real business challengesBetter Recruitment Results
How does Instant Staffing outperform traditional recruitment vendors?
9 anonymous short cases 3 talent gap categories
Image is an industry scenario illustration · not an actual client store
CASE 01 · Instant Staffing4xinterview pass rate compared with beforeScenario illustrationHunan cuisine chain · Talent profile calibrationView Case
Can't assessTalent profile
Calibrate talent profilesImprove frontline employee matching quality
ChallengeStore managers screened based on first impressions, so truly stable candidates were often undervalued.
ApproachUse months of accumulated interview attendance, interview, onboarding, and retention results to recalibrate profiles.
resultsInterview pass rate increased to about 4x; 70+ candidates recommended and 20+ hired.
CASE 02 · Instant Staffing70%Screen out mismatched candidates before they arrive at the storeScenario illustrationChain hotpot · Multi-store screening standardsView Case
Can't assessScreening criteria
Implement headquarters hiring standardsReduce ineffective store interviews
ChallengeHeadquarters standards were not embedded in the front end of recruiting, leaving store managers to handle many ineffective interviews every day.
ApproachWe interviewed over ten store managers and translated rejection criteria into standardized questions, follow-up probes, and risk alerts.
results70% of mismatched candidates were screened out before arriving at stores; managers’ daily interview time dropped from 3–4 hours to under 1 hour.
CASE 07 · Instant Staffing90%14-day retention rateIndustry average: 50%Scenario illustration
Freshly made tea · Batch hiring for new stores in other cities
Can't findNew-store expansion
Built talent pipeline according to interview scheduleSupported consecutive store openings in a new market
ChallengeLong waiting periods for centralized interviews and concerns about off-site trial shifts caused candidates to keep dropping out before arrival.
ApproachBuild a talent pipeline in batches around interview milestones, clarify job conditions in advance, and continuously follow up on trial shifts and onboarding.
resultsStaff arrived in batches; overall interview pass rate reached nearly 80%, with a 14-day retention rate of about 90%.
04 · About SURSPARK
Let technology understand people
And let growth see people
SURSPARK (Chinese name: 星熠智能) serves chain restaurants and the service industry by building an AI-driven talent supply chain. The team turns experience in human resources, chain consumer businesses, AI engineering, product, and corporate strategy into sustainable talent delivery capabilities.
Learn about SURSPARK ↗Before the next store opens,talent can arrive first
No need to first decide what type of problem you have or choose a product. Tell us what is happening, and SURSPARK will work with you to identify the next step.