Discover how a multi-site HORECA recruitment solution enabled HUGGYS to improve the candidate experience, structure its hiring processes, and achieve a conversion rate of over 35%.
In the hospitality and food service sector, recruiting isn’t just about posting a job ad. Hiring needs are frequent, staff are highly mobile, and candidates rarely have the time to fill out a long form on a computer.
HUGGYS, a growing restaurant group, needed to continuously recruit a wide variety of profiles: front-of-house staff, kitchen teams, operational roles, students, and flexi-jobs. These candidates have very specific habits: they check job offers on their phones, apply quickly, and drop out as soon as the process becomes too long.
So the problem wasn’t just attracting candidates. HUGGYS already had a strong brand and real recognition. The real challenge was turning this appeal into actual applications.
Result before Jobloom: interested candidates, but they didn’t always complete the process.
Recruitment in the HORECA sector is based on constraints that are very different from those of traditional hiring.
At HUGGYS, 97% of applicants apply from their phone. A process designed for a computer or too long to complete therefore becomes an immediate barrier.
The main obstacle wasn’t visibility. It was conversion. In other words, HUGGYS was attracting candidates, but the application experience wasn’t effective enough at turning visitors into applicants.
Jobloom has set up a careers site designed first and foremost for mobile. The goal was to allow candidates to quickly understand the opportunities, find the position that suits them, and apply in just a few clicks.
This approach reduces drop-offs along the way and makes applying accessible to field profiles, who don’t always submit applications from a computer.
The application process has been streamlined to remove unnecessary steps. In a field where candidates often apply between two activities, every click counts.
The careers site makes it easy to move quickly from interest to action, without complex forms or confusing navigation.
Job postings are shared on the relevant channels to reach candidates where they are truly active. The goal is not just to increase views, but to attract the right profiles at the right time.
This targeted visibility helps increase the number of applications while improving the quality of the profiles received.
HUGGYS needed to enable each restaurant to manage its own recruitment while maintaining a common structure. Jobloom implemented an applicant management tool that allows each establishment to track its own candidates, communicate quickly, and make decisions more efficiently.
This way, the group maintains overall consistency, while local teams keep the autonomy they need to recruit quickly.
HUGGYS multiplies its performance by more than 12!
HUGGYS has gone from a recruitment process poorly suited to mobile use to a smooth, structured experience designed for real-world conditions.
By simplifying the candidate journey, optimizing the mobile experience, and publishing job offers on the right channels.
Because the process is often too long, not mobile-friendly, or unclear.
Yes, because it allows each institution to manage its own needs while maintaining a common structure.
By reducing friction, clarifying the offers, and enabling quick applications from mobile.
"We really enjoyed working with Jobloom; the whole process was super pleasant and agile."
