Hire restaurant staff who actually fit.
A complete hiring pipeline built for restaurants — a branded application form, AI that screens candidates before you spend an interview slot, trackable job postings, and a public careers page that lands you in Google Jobs.
Hiring in hospitality is a flood of DMs, texts, and no-shows.
Applications land in five different inboxes, you interview people who were never a fit, and the good ones slip away while you're buried in the bad ones. Wingman turns it into one tracked pipeline — from the first application to the day they start — so you spend your time only on the people worth meeting.
A ready-made application form
Share a link or embed it on your own site — no careers page or subdomain needed. Fully customizable: turn fields on/off, rename them, and add your own questions. Answers show right on each applicant's card.
AI pre-interview screening
Per role, Wingman drafts a few short questions grounded in your hiring criteria, then grades each applicant's written answers — a Strong fit / Worth a look / Probably pass read, with a score for guest-experience instinct and following instructions. You decide who's worth an interview before spending a slot.
Trackable job openings
Post a role for a location (or several at once), let AI write the full job ad from your standards, and get a short branded link plus a QR code. Wingman counts clicks vs. applications per posting, so you see which board actually works.
A public careers page + Google Jobs
Every open role auto-populates one branded careers page, marked up so your jobs can appear in the Google Jobs results box — free applicant traffic most restaurants never tap. Each role has its own page and apply link.
Interviews & scoring in one place
Schedule and confirm interviews (with a same-day reminder to each location), score candidates against your criteria after the interview, and move the best straight into your team — their scorecard follows them into training.
See where applicants come from
Tag your apply link per channel (Craigslist, Facebook, Indeed) and every application shows its source — so you learn not just how many each channel sends, but how good they are.
It’s one part of the whole system.
Wingman runs the entire loop that turns first-time guests into regulars — culture, training, hiring, standards, and retention, in one place. Explore the rest:
Guest retention tracking
Turn first-time guests into regulars, visit by visit — the core of what Wingman does.
Learn more →Staff training & standards
Role-based training, tests, and daily checklists that hold your standard every shift.
Learn more →Guest reviews & feedback
First-party surveys plus AI analysis of your Google reviews, all in one place.
Learn more →Frequently asked
Do I need a website or careers page to collect applications?
No. Wingman gives you a ready-made application form with a shareable link, and a public careers page that populates automatically from your open roles. If you do have a site, you can embed the form or careers page with one snippet.
How does the AI screening work?
For each role, Wingman drafts a few short questions grounded in your own hiring criteria — guest-experience scenarios plus one that quietly checks whether the candidate follows directions. When someone applies, it grades their written answers into a fit tier with a short reason. It's decision support: it never auto-rejects, and the manager always decides.
Can my job postings show up on Google Jobs?
Yes. Every open role gets its own page with proper JobPosting structured data, and they're all in the sitemap — so your openings are eligible to appear in the Google Jobs results box, which is free applicant traffic.
Can I hire for a role that isn't in the list?
Yes — pick "Custom role" and type any position (Baker, Valet, Event Lead). It flows through the ad, careers page, and screening just like a standard role.
What happens after I hire someone?
They move straight from candidate into your team, and their hiring scorecard follows them into training — one profile per person from the first interview onward, not three separate systems.
Build a hiring pipeline that finds the right people.
Collect, screen, and hire restaurant staff in one system — see it on your own openings.