Can't find qualified staff? I'll train the ones who apply
When experienced people nearby already have jobs, the ones who apply need teaching. I help you hire people who can learn: a job post and a short applicant check on real work situations, then a first week built from how your strongest person does the job. You decide whom to hire, and your lead says when someone runs the work alone.
Hire for what you cannot teach. I build the first week from how your strongest person works, and you decide whom to hire.
Then the post asks for showing up and following steps, and the first week teaches the rest.
“My strongest cook trains everyone, and it wears her out.”
She explains the first week to me once. I turn it into lessons, so she shows only the hard parts.
“A slow start looks like a bad hire.”
Every new person gets the same start, so you judge them on a fair one.
How I take it on
From an empty applicant list to a fair first week
BLS reports that most cooks learn their skills through on-the-job training and work-related experience, and that trainees generally first learn kitchen basics and workplace safety, then how to handle and cook food.
1
What you hire for
Together we split the job into what a person must bring, like reliability and care, and what you are willing to teach.
2
A post and an applicant check
I draft the job post and a few practical questions about real work situations, not experience. You approve both before they go out.
3
Your strongest person, once
A short interview about the first days on the job. I turn it into lessons and a card for the first shifts.
4
One start for everyone
Once you approve them, your manager assigns the lessons for the date you set, and each early shift has one task to practice next to your lead. Sending them myself is planned, not available today.
5
The work itself, watched
On a day you choose, your lead watches the station and says who runs it alone and who needs another shift.
Example
A pizzeria where nobody has worked a kitchen
You said: "The ad has been up for months. Nobody who applies has worked a kitchen." I start with the line. Example · 1 pizzeria, line cooks
MonJob post rewritten around your hiring criteria, 5 applicant questions approved
TueYour lead cook talks me through the first week for 20 minutes
Thu5 lessons and a first-shift card drafted. You fix two dough steps
Next MonTwo new hires start with the lessons already done
Day 7Your lead cook watches the line and decides who runs it alone
Who does what
Who does what
You
Decide what you hire for, approve the post and choose whom to hire.
Your strongest person
Explains the first week once and shows only the hardest tasks.
Your manager
Runs the interviews, with the questions I draft if you want them.
Me
Draft the post, the check and the lessons. The platform shows each new hire's completions.
I don't find candidates, interview them or set pay. Whom you hire, and on what terms, stays with you.
Before you start
What working with me takes
You send
The role you can't fill, your last job post and a short call with the person who does the job well.
You get
A job post written for what you cannot teach, a short check on real work situations for applicants, and a first week your lead can run.
Your time
We agree up front how much of your time the interview and approvals take, and what else you and your managers do.
Who helps
I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment.
Example · applicant check, line cook
Four questions before the interviewDraft for your approval
By link · from your first-week tasks · no kitchen experience needed
Your shift starts at 4. When do you arrive, and what do you do first?
The recipe card says 7 ounces of cheese. How do you check it?
A pizza falls on the floor. What happens next?
Two orders are up and the phone rings. Which comes first?
You decide how the result is used and approve the questionsEditApprove check
Sample result on this page, not a client's work.
FAQ
Questions owners ask when nobody qualified applies
What can I do when I can't find qualified employees?
Hire for what you cannot teach. When experienced people nearby already have jobs, the ones who apply need teaching, so I help you hire people who can learn and build their first week from how your strongest person does the job. You decide whom to hire, and your lead says when someone runs the work alone.
How do I train new hires who have never done the job?
From one short interview with your strongest person about the first days on the job. I turn it into lessons and a card for the first shifts, so your strongest person shows only the hard parts. Each early shift has one task to practice next to your lead, and on a day you choose, your lead watches the station and says who runs it alone.
How should a job post read when nobody qualified applies?
Around what a person must bring, like reliability and care, rather than experience. The post asks for showing up and following steps, and the first week teaches the rest. I draft the post and a few practical questions about real work situations, and you approve both before they go out.
Under How to Become a Cook: “Most cooks learn their skills through on-the-job training and work-related experience.” Under Training: “Trainees generally first learn kitchen basics and workplace safety and then learn how to handle and cook food.” Source: BLS, Occupational Outlook Handbook: Cooks (checked 2026-10-25).
THE ROLE THAT SITS OPEN
Tell me which role nobody qualified applies for. I'll draft its post and its first week.
